We have no standard method!
Competence is expressed in different ways depending on the culture of the company.
We offer the following assessment methods:
With our background in change management consulting, we have a deep understanding of our clients' situations.
We are transparent about which candidate we would recommend at the end of the assessment process.
The purpose of our assessment method is to minimize the risk of a selection failure and is based on the following process:
You want to discuss your project with us?
Our development assessments allow you to identify the key skills and areas for improvement in your current workforce.
This assessment gives you a clear picture of the skills you need to personalize your management to the maximum.
Our assessments are designed to focus on the process outlined below:
Has your company ever made a mistake in the recruitment of one of your colleagues or a manager?
The consequences of hiring errors are significant (including time and money lost throughout the process), and they always affect team motivation.
To mitigate these risks, we offer our clients a variety of recruitment and development assessment forms that allow candidates to be assessed as closely as possible to the expectations and challenges of the position.
We use a variety of tools, such as DISC psychometric profiling and contextualized simulations, which highlight an individual's soft skills and ability to integrate with the company's culture and values.
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.