Assessments
An assessment can be used for more than one objective. Authentiek conducts assessments mainly in case of ability evaluation and potential ability survey.
In case of ability evaluations an assessment programme is drawn up on the basis of a function profile which examines the candidate’s availability of competences required for the function. In that way the evaluation of candidates can be conducted in an objective and professional manner.
A potential ability survey and talent survey usually emerges when it has to be examined which function options are available for a candidate within the framework of a reorganisation, a redistribution of tasks or a growth of opportunities.
Methods
In general, an assessment consists of the following methods.
A cognitive ability survey (consisting of more various cognitive-capacity tests) is taken to explore and map someone’s cognitive abilities. In short, a candidate can be evaluated in terms of an MBO (intermediate vocational education), an HBO (higher vocational education) or WO (academic) level.
A personality test is conducted by means of several personality questionnaires and an interview with a psychologist. In this way someone’s personality structure, drives and fields of interest are mapped.
Role plays and practical assignments are conducted to find out what kind of behaviour someone will show in work situations specific to the function and/or function type for which the survey is carried out.
Someone’s management style and/or management qualities are examined by means of a variety of questionnaires aimed at leadership. It is necessary to find out how a candidate manages a team or an individual employee, how a candidate launches and maintains cooperative relationships in order to achieve objectives, etc.
Assessment day and reporting
In consultation with the candidate we will set a date on which the assessment takes place. Prior to the assessment a number of questionnaires can be filled out at home via the Internet. The assessment day itself will take another six hours or so. During the reception talk the candidate will be informed on the sequence in which the different parts of the survey are presented.
The candidate will be asked to show some flexibility, as it is always possible that situations emerge in which it is necessary to adjust the order or contents of the programme in some way. Between the different tests there will be sufficient opportunity to take a break. It is not necessary that the candidate specifically prepares for the assessment day. What is important is that the candidate tries to start the day as fit as possible. We will do our utmost to make the assessment day instructive and pleasant. The results of the survey will be reported in writing. The candidate will receive the report approximately five working days after the assessment and it will be discussed with him/her in person. After the candidate gives his/her approval you will receive a copy of the report as soon as possible. When asked, we are obviously willing to elaborate on the report.
The assessment takes place under the responsibility of a social/organizational psychologist connected to Authentiek, who is a member of the Nederlands Instituut voor Psychologen (NIP).