Before we jump into the Assessment and Development centers, let us share a story of two employees named Mark and Paul. Mark is an experienced Human Resources Manager that has changed dozens of companies. He is a person who grew a passion for Human Resources when he was already in his third year of college.
As a student, he worked on many projects which he successfully implemented. Those were interview simulations, case studies, and papers. Even for his final thesis, he had written about leadership theories in crisis management.
During his years of experience and roles in companies as a team lead, he encountered many challenges and changes in a company. He didn’t give up, and at the same time, he always showed a pathway for his coworkers on how to adapt to these changes.
One day, Mark thought of himself: “For a certain time, I thought I was too rebellious with my ideas. I’ve experienced too many times that things went alright when I implemented changes in companies, and all of a sudden, my superiors thought that I have lost my focus, and the focus of the company, so I’d leave. And this happens again and again, like a vicious cycle. Until I had a stroke of luck finding a company with a different approach.”
Now, with Paul, he is a whole different story and an opposed personality when we compare him with Mark. He jumped from one college to another, and never seemed to “put his finger on” what he wanted. And he never wanted to change his company, out of fear that he will not find another one. A sense of insecurity can be perceived in him, unlike Mark. But Paul had something that Mark didn’t. With his persistence in planning and organizing things to perfection, no stone comes unturned for Paul.
When Paul went through the assessment process in his current company, he didn’t pass the first time. But that company fired their current Human Resources Manager, and he was their first call, while Mark was on a recommendation from his college professor who saw talent in him.
Do you see what is going on here? Both completely different cases still cannot find the right fit in companies that understood their talents. Neither selection processes, nor countless assessment and development centers haven’t focused on their competencies.
Experience with assessment and development centers changes their story
They didn’t know they were invited on the same day to partake in Assessment and Development center. They applied for a job in a company that used SHL’s Universal Competency Framework.
At the end of the assessment, they bumped into each other and had the need to share their experience about this assessment that took the whole day. “Have you ever heard of this method for assessment and development before?” anxiously asked Paul, to which Mark replied: “No, but I know that the use of this method for assessment companies accomplish maximum objectivity when it comes to assessing candidate’s competencies.” Then, the assessor, Martha has arranged candidates into different working rooms.
Mark and Paul have never been assessed like this before. They were put in real business-type situations where they had to implement not only their knowledge and past experience but also their inimitable perspective on problem-solving and insights.
Through various simulations and assignments, the assessor is live and focused on the candidate’s final result (example: a presentation from an analysis of some complex data), negotiation skills, coaching, internal meetings with colleagues, client relationships, etc. What differentiates SHL’s assessment and development centers method is the ability of the assessor to “tag” behaviors that offer insight on the best candidate fir for a certain role in work.
Not only that you can use this for the selection process, but also successfully implement it in your employee’s career development plan. If you want to find out with our 40 years of expertise who has the most managerial potential, leadership potential SHL has 40 years of experience and cutting-edge methods for implementing centers for assessment and development.
What’s the end story of Mark and Paul? Well, they became buddies now! A true success story for these two. Mark has finally found a company that assessed and used his creative and innovative thinking, where he couldn’t be happier as a Creative Director. And Paul is has become a COO, and he excels in leadership positions. This is what happens when a company has a science-based and psychometric approach to assessment and development.
Their success story can be your success story with us now
Program accreditation
