Methods and Assessment-Tools
Several experienced assessors observe the candidates.
Using process-driven and instrumental tools in individual assessments, we determine criteria such as social skills, resilience to stress, team and leadership behaviour, but also rhetorical and organisational skills and so help to minimise the risk of expensive wrong choices.
Working closely with our clients, we match each personal assessment or management assessment with the issue at hand, with the defined competences and the prevailing situation and so guarantee the ultimate individuality.
Assessment Tools
Employee meetings and discussions, sales situations, media interviews, potential analyses, operational and managerial business games, organisation exercises and a variety of different tools give you a well-founded decision-making basis for the best possible recruitment.
The decisive element is not only the diagnostic validity of the used tools, but also ensuring neutral observation and analysis.
Our strengths are also defining and working out process tools, relevant for certain functions. The realistic depiction of key situations, to which the assessment candidates must respond spontaneously, is highly demanding, sophisticated and requires a permanent redefinition of new concepts and of the associated exercises.
Well-founded and systematic
Our assessments are based on binding and standardised observation and evaluation processes resulting in reproducible conclusions. The MPB Competence Model constitutes the foundation of our assessments.
Competence dimension | Core competence |
System competence | Strategic thinking Business thinking Thinking in alternatives Perception |
Action competence | Problem analysis Solution orientation Planning / organisation Quality |
Self-competence | Reflection Self-regulation Flexibility Performance motivation |
Relational competence | Contact Communication Supporting Demanding |