Assessment Center & Potential Analysis

Hit the jackpot more often!
We ensure a best fit for your personnel and management recruitment selection and work with you to develop a customized personnel development program.
CONTUR people

on-site, online and international

more than 2.500 participants from 3 continents

over 25 years experience

Assessment Center

Assessment Center for personnel and management selection

We develop virtual or on-site Assessment Centers (AC) to enable you to select suitable employees and executives for a specific role or position in the company. The necessary basis is the analysis and evaluation of the competencies that are important for a defined position. In this way, you will be able to compare the competencies and skills of the applicants with the required specifications for a specific position.

In the AC, various exercises simulate situations typical of the job or position that applicants have to deal with. The special feature of the AC is that the concrete behavior of the applicants can be observed, which leads to a better prediction of the fit between the applicant and the job.

Assessment centers thus contribute to the successful staffing and avoid enormous costs and time investment in the event of a mismatch. We are pleased to complement your AC with online-supported test procedures, which can, for example, record cognitive abilities.

We support you with sound advice and a complete range of services in connection with your assessment center.

Our services:

  • Advice on embedding the AC procedure in the recruiting process or internal job filling processes
  • Development of an AC concept
  • Design of all elements and implementation of exercises of the AC
  • Training of assessors/observers for the AC
  • Implementation and moderation of the AC
  • Support in the feedback process
  • Documentation of a result report
  • Taking responsibility of the complete participant management process

Potential Analysis

Potential Analysis

Potential Analysis

We design Development Centers (DC) with which you can support employees and managers in their further development.

The aim of a well-founded potential analysis is to identify the participant’s strengths and areas for development so that targeted further development is then possible.

Our customers use potential analyses as a decision-making aid for the direction of participants’ further development (e.g. expert, project or management career), as support for deciding whether the participant is ready for the next career step (e.g. promotion yes/no) or as a selection aid for so-called talent pools.

Development Center

Development centers (DCs), for example, are suitable for conducting potential analyses, which you can use to support employees and managers in their further development.

DCs have a similar format to ACs, with the difference that participant behavior is not compared with the requirements of a specific position to be staffed, but rather the general suitability for a specific next career step is examined. DCs also benefit from the addition of online tests, e.g., the recording of personal values and motivators.

Our services:

  • Advice on embedding the DC process in personnel development work
  • Development of a DC concept
  • Design of all elements and exercises of the DC
  • Training of assessors/observers for the DC
  • Implementation and moderation of the DC
  • Support in the feedback process
  • Documentation of a result report
  • Taking responsibility for the complete participant management process
  • If necessary, derivation of organizational competencies to be developed

structured Interviews

The pragmatic alternative: Structured (online) interviews for personnel and management selection or development.

In some cases, conducting structured interviews can be a pragmatic alternative to both the Development Center and the Assessment Center. In interviews, success-related competencies are analyzed and subsequently evaluated by applying questioning techniques such as biographical questions, situational questions or the Stern questioning technique.

We develop customized interviews for you, with which you can either identify suitable applicants or conduct a potential analysis or location assessment as a prerequisite for development measures.

Online Tests

Concise statements on skills and attitudes with online tests

You would like to make a distinction between selected skills (e.g. memory or numerical reasoning), the personality or the drivers or goals of your employees or managers in order to develop or select the right people for suitable positions in the sense of a best-fit? We have a solution for that, too!

Together with our various partners we offer comprehensive testing possibilities in the areas of ability and competence tests as well as for the survey of personality dimensions, values and motives. The empirical tests are extensively and scientifically validated, tested and available for different target groups and in a variety of languages.

We prefer to work with the following personality inventories:

  • WorkPlace Big Five Profile™
  • Hogan Assessments
  • ADEPT-15®

We will be happy to advise you on which method suits your goals and challenges. Please contact us!

working desk

customer project

Highway by night

Development of a virtual development center
Conception and implementation for the description of the executive potential of senior managers.

contact

Questions? Feel free to contact me without any obligation!

Barghorn_Kerstin_Conturie

Dr. Kerstin Barghorn

Head of Business Field Management Diagnostics

+49 69 78 90 19 00

k.barghorn@contur-online.de

banko_stefanie_Conturie

Stefanie Banko

Consulting personnel and organizational development

+49 511 96 96 8 0

s.banko@contur-online.de

contact

Questions? Feel free to contact me without any obligation!