Recruitment - Assessment

Why do I do
Analyze the personality of the candidates to establish a motivational balance sheet. It is primordial to make the distinction between inner talent and acquired competencies. The benefit is double: the well-being of the candidate who can express his talent through his work and the guarantee for the employer to hire someone with a sustainable motivation.
When do I do
- external recruitment
- employee assessment in the context of a development center
- supplementary advice on candidates in the last phase of a recruitment
- in the context of a promotion or an internal upgrade
What do I do
- a 4 hour interview (personality inventory incl.) or a 3 hour interview (without personality inventory)
- thorough evaluation of the candidates on:
- their personality profile
- the sources of their inner and acquired motivation
- the level of the required (non technical) competencies
- their leadership styles and people management competencies (if required)
- establishment of a detailed report with recommendation
How do I do
- VIP2A for the analysis of the primary personality and the sustainable motivational sources
- BEI (Behavioral Event Interview). A technique that allows the requested competency screening with according level of competency