How does an Assessment take place?

Several candidates have just applied to your job offer and you are looking for a very reliable way to decide between them ? The Assessment Center can be a great way to do this since the tool is considered to be the most reliable assessment method by HR.

Moreover, Assessment (assessment in French) is not only used in the context of a recruitment but also during Of a internal mobility. It's even one of 7 steps to succeed.

This makes it possible to secure the decision-making of HR and recruiters by identifying the right person, at the right position.

1 - What is an Assessment?

An Assessment is an evaluation process which allows companies to assess not the level of knowledge, as we usually see, but rather the skills (often behavioral) that are important for the job, through several psychometric tools and through various scenarios.

It allows HR in a professional environment to observe behaviors and therefore to assess individual skills and competencies. : ability to listen, to interact with others, to make decisions, team spirit or even stress resistance.

This phase allowsEvaluate soft skills, behavioral skills that are particularly difficult to assess since they can only be assessed during simulations.

2 - How does an Assessment take place?

2.1 - Individual side

The Individual Assessment allows for one day (or even the time of half a day),assess three skill categories : social, managerial and methodological skills.

They allow you, recruiters or managers, to obtain valuable information through the in-depth analysis of the behaviors of your talents, a particularly delicate observation without Assessment.

They can be you very useful at the beginning of the process to carry out an initial filter or at the end of the recruitment process, just before hiring, to confirm your decision as to which profile to choose (they can also be supplemented by more traditional tests such as personality tests).

2.2 - Collective side

With regard to collective assessment, recruiters use numerous tools to efficiently assess participants such as Role-playing, the Situations, or even the case studies. For example, these tests can allow you to assess leadership.

The collective assessment can take longer than the individual assessment (between 3 to 6 weeks). It allowsassess the potential of each person to assume a specific function or mission. Through this type of Assessment, it is possible to develop the strengths of a team and to focus on potential improvements.

Thanks to this type of Assessment, the recruiter can assess communication skills and empathy, but also the candidate's ability to evolve within a group.

3 - The classic exercises of an Assessment Center

3.1 - In basket test

The situation is as follows : the candidate has a fictional boss role and he must be able to sort a full letter tray very quickly when he comes back from vacation. He is faced with several messages that make up the problems that he will experience in his next functions.

This evaluation method, called in French”The trash can test“is the most common. Its objective is toassess, under pressure, how a participant organizes, manages and makes decisions.

The candidate has 1 to 2 hours to deal with priorities and plan all these tasks. Thanks to this situation, the recruiter will be able to assess his ability to adapt.

3.2 - Role-playing

This test consists of analyze the behavior of a candidate in a specific context, with other interlocutors.

They can be candidates, employees of your company or directly from the recruitment team to show the way forward and animate the debates. Situations can be varied: conflict management, brainstorming session, simulation of a commercial sale...

Well done, this exercise will allow you to observe essential skills such as self-confidence, initiative taking, leadership, communication or negotiation skills.

3.3 - Case studies

Case studies are part of the exercises the most achieved in Assessment Center by HR.

They are generally carried out in groups, they allow companies to define a problem to be solved according to their context. Performed individually, the exercise can last from half an hour to two hours.

The candidate must be able to successfully analyze and solve a complex question.. The main benefit of this practice lies in the process and the method used to provide an answer rather than the result itself.

3.4 - Group discussions

The aim of group discussions for HR is to compare the 4 to 6 participants discussing a defined topic. The subject may have been chosen in advance by the recruiter or he may leave the choice to the participants.

Our advice : it is preferable to choose general topics so that no one benefits more from specific expertise.

In addition to comparing participants, the recruiter can use this exercise to analyze the meaning of rhetoric, compromise, and persuasiveness.

Towards online assessment: the new generation of Assessment Centers

Discover the Yuzu model

After several years of R&D with researchers in Occupational Psychology and Neuroscience, we came up with Yuzu : one New Generation Assessment Center, specialized in the assessment of soft skills (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Discover the future of Assessment with Yuzu

The advantages of our solution:

• One candidate experience exceptional for boosting your employer brand;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills In a moment Loud and playful.

To remember

Note that for an effective selection, there is theAssessment Center. Above all, it allowsEvaluate soft skills talents to determine if they will be suitable for your position or not You have to stay alert, their knowledge doesn't count.

Talent must be able to manage stress as best as possible and the fun side of the exercises, in which you will ask him to participate, will allow him to feel at ease. It is now up to you to choose theThe most fun assessment to allow your future talent to be recruited in best conditions and the best possible environment.

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