Assessment Centre
Our experience shows that assessment centres typically provide a more thorough and less biased assessment of the candidate than do interviews. Interviews require candidates to provide self-reports of their qualities. Assessment centres require them to demonstrate their aptitude and attainment, usually to several different trained assessors. Candidates also appreciate assessment centres: they see them as exacting but fair.
The best assessments are competency-based, developed from a thorough analysis of the job for which candidates are being selected. The job analysis identifies the knowledge, skills and abilities (that is, the competencies) that need to be elicited by the assessment centre exercises.
Assessment is mostly relevant and important for specialized professionals, such as doctors or pilots. These are demanding and stresfull occupations where personality, professional integrity, interpersonal skills, and emotional inteligence have high importace.
We apply special methods, tailor-made according to the conditions and expectations of our clients; typically including:
Healthcare
Assessment of doctor’s and nurse’s aptitude and suitability is critical in a selection process, expecially due to the likely costs (not only financial) associated with poor selection in medicine. Based on observation of doctors’practice, the opinions of experts, and patient interviews, we have identified common competencies needed for a job of a doctor, be it general practitioner or a surgeon, and common competencies needed for a job of a nurse.
The assessment system is a mix of a number of excercises, assessing candidates in a variety of contexts: a group or team environment, a simulated consultation, a practical task, a task of prioritization and critical appraisal of medical information. Each candidate is assessed over several competencies which allows us to properly assess the candidate’s strenghts and weaknesses.
The system focuses mostly on generic clinical/technical knowledge and experience and on competencies relating to professional integrity and interpersonal skills (empathy and sensitivity, communications skills, personal attributes and teamwork etc.).
Aviation
Assessment of pilot’s aptitude and suitability is a critical in a selection process, be it for experienced or ab-initio pilots, and it is especially true when selecting for training programmers where errors can prove to be costly.
Having recognized a need for aviation-focused selection tool, we have developed a sophisticated psychometric and technical test system. Tests and questionnaires are designed with the highest integrity to assure reliable results acceptable for world class organizations.
The system a mix of personality test, aviation English test, and flight/technical knowledge assessment related to the type of aircraft used. In addition, an experienced flight psychologist (from Military Aviation Hospital in Kosice, Slovakia) would assess each single individual’s traits based on the outcome of the psychometric testing. Finally, a commission of experienced Captains would take the final decision based on the company’s philosophy.