Recruitment, promotions, talent identification, these are typical everyday situations faced by HR professionals. What approaches and tools are available to the busy HR professional to make objective decisions in these circumstances? Is it even possible to remain objective and scientific or must these types of decision remain, essentially, an art form?

Our Assessment Center multiple method approach is quite flexible in adapting to different organisational needs:

• Recruitment and promotion: both internal and/or external candidates can be assessed for suitability for particular positions in an organisation.
• Early identification of potential for development and succession planning: the underlying rationale here is the need for an organisation to optimise talent as soon as possible.
• Diagnosis of training and development needs: Assessment/ Development centres offer the chance to establish individual training and development requirements, while providing candidates with an opportunity to gain a greater appreciation of how they could develop.
• Organizational planning: Assessment Centres can be used to identify areas where widespread skill deficiencies exist within organizations, so that training can be developed in these areas
• Development: Development Centres can be used as a tool for team-building and the development of skill that will be called on in the future. Coaching and counselling sessions can be integrated into the programme to develop people during the course of the Development Centre.

We use a variety of testing techniques: simulations - InTray exercises; work samples - group discussions, role play exercises, competency based interviews, business cases analysis & presentation, personality inventories (CPI)