Why use Assessment
Whether you're looking to bring new talent to the business or develop existing people, making the wrong decision can have a huge impact on business performance.
Traditional interviews alone have been proven to be a poor indicator of future success. By investing in the use of objective assessment techniques the risks in making these decisions can be hugely reduced.
Using objective assessment techniques structure the process to focus on the skills and abilities important for the role and avoid costly errors. Objective assessment techniques make use of a range of assessment methods to gain a clear view of an individual's likelihood to succeed.
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Typical Uses of Assessments
- Recruitment and Selection - Assessment can be used for both internal and external candidates in order to review their suitability for a role.
- Executive Assessment - Making wrong decisions at senior levels can cost businesses millions of pounds in lost opportunities. There's also the added cost of re hiring and training. Individual executive assessments ensure that high profile roles are filled right the first time.
- Development of Individuals - Objective assessment can be used to help people gain a better understanding of their strengths and development needs. It allows them to focus on the skills and attributes that may be of use in moving forward in their careers. Typically this form of assessment should include some form of development planning session to help facilitate development.
- Identifying 'High Flyers' - Identifying individuals with high potential at a very early stage of their time within an organisation helps to build a pipeline of talent for the future.
- Training Needs Analysis - Running a Development Centre helps an organisation to analyse 'skill gaps' in the workforce. This enables organisations to develop a focussed development plan that supports the business to achieve its goals.
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At Indigo we use a wide range of assessment exercises in order to assess the relevant competencies /criteria for a role. We pride ourselves on getting the right blend of exercises to ensure your process is robust and provides the very best solution for you.
The methods of assessment we use can be split in to three distinct types.
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- Group Exercises - these involve giving an issue or task to a group of candidates/participants to deal with whilst being observed. They may be 'assigned role' exercises where individuals in a group are given particular roles to play. On other occasions they are 'unassigned' exercises where everyone receives the same brief to work to in solving the particular task/issue.
- Structured Interviews - structured and competency based interviews are used whereby the candidate is asked to present examples of situations where they have demonstrated the competencies being assessed.
- Presentations - candidates/participants are required to make presentations to the assessors. These can involve preparation of a topic provided earlier or analysing information presented to them to create their presentation.
- Role Plays - These allow the assessor to observe how the candidate performs in a pre-determined situation. The exercise is designed to allow them to show what they can do in relationship to the competencies being assessed.
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- In Trays - these simulate the typical in tray of a manager. They typically include memos, letters and other documentation. The candidate's task is to analyse the information and decide the best course of action to take.
- Analysis Exercises - these exercises typically simulate a business scenario where the individual is presented with a broad range of information relating to the situation. The individuals task is to analyse the situation and make recommendations as to how the business should proceed.
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Indigo have access to the best in breed of psychometrics available. These are delivered through our online test centre. We're not tied to a particular provider which means we can always choose the most appropriate tool for the job. If you have a particular favourite we'll always try to accommodate it.
- Aptitude/Ability Tests - these are used to give a measure of an individual's ability to reason with various types of information e.g. Verbal reasoning, Numerical reasoning. In simple terms - can they deal with the level of complexity needed in the role.
- Personality Questionnaires - these provide a great deal of insight about a candidates' preferences in a short period of time. This helps to highlight how well suited they will be to a role.
- Motivation Questionnaires - these provide invaluable information about an individual's key drivers in work. They are used to understand the kind of working environment and role that will motivate him/her.
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If you'd like to know more, just pick up the phone, drop us an email or call us.
Call +44 (0)20 7924 8760
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