Your partner
in personnel selection
Assessment & Inssessment:
two approaches, one requirement
Recruiting, developing or building a team are complex, high-impact decisions. At Shake, we support you with high-quality evaluation tools - assessment and Inssessment - to make your choices more reliable, reveal the potential of talent and secure every step of the way.
Our strength: SHAKE is first and foremost a management consultant: we fully understand the context, constraints and expectations of our customers.
Each assignment is precisely designed to provide you with a clear, human assessment that is directly useful for making decisions and taking action.
Inssessment: an innovative and exclusive approach from Shake.
It's a tailor-made method that takes into account the challenges of the job, the culture of your organisation and the actual interactions expected.
Inssessment is particularly suitable for :
• High-impact positions
• Profiles with potential or atypical profiles
• Team or transformation contexts
• Complex or sensitive environments
The result: in-depth understanding, strategic insights and personalised levers for action.
Assessment: a reliable, structured, professional assessment.
We carry out individual assessments for :Nous réalisons des assessments individuels pour :
• Validating recruitment
• Supporting new employees
• Identifying an employee's potential
• Securing internal mobility
Rigorous methodology, psychometric tools, cross-referenced interviews: everything is designed to provide you with a clear, objective, decision-making analysis.
Will you be bold enough to trust an innovative method?
Our experience has shown us that, more often than not, recruitment failure is not a problem of unidentified "job" skills, but of difficulties in integrating the company's values, as well as the personality of the person hired.
You're the only one who knows your company's culture inside out, which is why our INssessment method puts the emphasis on assessment by a large panel of people from the team (hierarchy, direct and indirect colleagues, partners...).
Our methodology seeks above all to limit cognitive bias, which is one of the main challenges in recruitment.
Do you want to limit the risk of a recruitment error ?
Coming from the world of change management consulting, we have a wealth of experience in understanding our customers' contexts.
We have the courage to share our recommendations on the choice of candidates.
Our recruitment assessments are designed to minimize the risk of selection error. They are structured around the following flexible process:
- Precise, in-depth identification of needs in terms of skills and behaviors
- Creation of tailor-made, contextualized operational scenarios
- Creation and personalized debriefing of an individual DISC psychometric profile
- Day or half-day skills assessment by experienced, trained consultants
- Honest and transparent oral and written feedback to candidates and our customer
What do you do to encourage your employees to develop their skills?
A development assessment is a unique opportunity for your employees to take stock of their social skills.
Only on the basis of this assessment can you put in place an action plan to support them in their development.
Choosing a development assessment means sending a message of support, recognition and confidence to your employees - 3 key levers of motivation!
Meet our assessment experts
We are fully committed to the success of our customers' projects,
and always do our utmost to deliver the best possible return on investment.
Maud Planche
Specialist in change management,
personnel selection and coaching
Siham Mechidi
Human resources specialist
and personnel selection
Anaïs Frey
Human resources specialist
and personnel selection
Would you like to discuss your project with us ?
Why we are different
Do you think that leadership skills are reflected in the same way in the banking sector as they are in the social sector, for example?
Our core business is supporting change.
The arrival of a new colleague or manager is certainly a source of disruption within a team and can have an impact on work processes and corporate culture.
Therefore, our main desire is to reduce the margin of error in recruitment as much as possible. Of course, because we are dealing with the human factor, there is no such thing as zero risk!
What do we do to achieve this objective?
Our experience has shown us that hiring failures are most often not caused by a lack of "professional" skills, but rather by the person's difficulty in integrating with the company's values, and by a personality mismatch with their direct reports or team.