When
to use an Assessment and Development Center?
- You have several candidates for promotion and want to choose the most suitable for the role in terms of both skills and development potential
- The company is going through a merger/acquisition and faces a decision about which people should remain in management positions or take newly opened positions
- You want to build a targeted and consistent process for developing managers, based on their specific needs and development areas
- You have many roles that are critical to the company’s functioning and want to reduce the risk of making the wrong hiring decision
- You are planning succession and need clarity on who is ready—or close to ready—for the next level
If you recognize one or more of these signals, let’s talk.
How the Assessment and Development Center works
We use SHL’s methodology and tools. SHL is a leading international talent management company with more than 30 years of experience. Its simulations are validated for business use worldwide, and all our assessors are SHL-certified.
ach participant in an Assessment Center goes through a series of realistic business simulations selected to measure specific behaviors related to the key competencies for their current or future role.
Two certified assessors observe performance and independently evaluate behavior against pre-agreed criteria. They then agree the final assessment by consensus.
Deliverables
You receive a comprehensive report on each participant’s observed behavior against the agreed criteria, including specific development guidance.
The report can also be accompanied by an individual development plan based on the participant’s Assessment Center results.
Ninety Nine is the official representative of SHL for Bulgaria.
Case studies
FAQ
There are two options:
- The company has clearly defined competencies for each role. In this case, each competency is mapped to the corresponding competency from SHL’s Universal Competency Framework, and the assessment center design is developed on that basis.
- The company needs support in defining the competencies for the roles to be observed. In this case, we can jointly develop a comprehensive customized competency model or use the competency set from SHL’s Universal Competency Framework.
Before the Assessment Center, we hold an introductory meeting for participants. The assessment itself takes one day and is followed by an individual feedback meeting.
The SHL methodology we use is extremely rigorous:
- the same competencies are measured on the same scale
- every behavior is observed in at least 2 simulations
- two SHL-certified assessors observe the process, evaluate independently, and then reach consensus on the final assessment
