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Assessment Center
Your expectations of an applicant’s skills and experience are set at an early stage on the basis of their application letter, CV and list of references.Kern Selection's Assessment Center is an excellent tool to find out to what extent the candidate can live up to those expectations. It is a fast and efficient means to gain insight into the applicant’s qualities and potential.
The first step: a detailed competence profile
A thoroughly researched and documented competence profile is the key focus of the Assessment Center. We work closely with you to determine the company and position-specific competences for the position. Not only the knowledge and skills required for the job are taken into account, the company culture and philosophy are also very important aspects for the profile.
Pragmatic approach
Based on the competence profile, we set up an Assessment Center where applicants take tests and participate in simulations that are representative of the position they are applying for.
The candidates are assessed by a team of company psychologists and highly experienced consultants with diverse professional backgrounds. With their own experience as a reference point, they examine and evaluate the candidates. The assessment is based purely on observed behaviour and facts.
Candidates can be asked to complete the following assignments:
- Computerised tests that check reasoning capacity, personality, and relevant technical knowledge. For test development, we collaborate with two organisations specialised in this matter, CEHIR en SHL, as well as with the Catholic University Leuven Department of Psychology.
- Simulations and role plays provide insight into how applicants react in real work situations
- In-tray exercises test the applicants’ ability to set priorities, make decisions and take action, or delegate
- Presentation test, for positions that require candidates to regularly speak in public
- Commercial tests, for sales positions
- Group discussions, to gain insight into a candidate’s leadership skills and ability to work as a team member
- Behavioural-based interview about competences, behaviour and experience; and to determine how candidates would tackle specific challenges
- Reference check
Fast and clear
Acerta is dedicated to processing and analysing the assessments results in a timely manner. It is crucial to have the results as soon as possible after the tests to avoid that suitable candidates move on to other opportunities during the recruitment process. Our consultants’ findings are consolidated in a clear and thorough report. The report shows a candidate’s overall performance, his or her strengths, areas for improvement and growth potential. The reports are prepared with great diligence and insight. You are not burdened with numerous test results, but receive a clear indication of how well a candidate meets the requirements of the competence profile.
The results are also shared with the candidates. Even for unsuccessful candidates this will be valuable: they will undoubtedly learn from this experience and be able to address any shortcomings more efficiently. Each investment in human capital should be optimised – and that is something that Acerta is keen on contributing to.
Internal assessment
An Assessment Center is not only helpful when recruiting new employees; it can also be a valuable tool for internal human potential research. By screening your employees for competences, the assessment center can be an efficient instrument for a well-prepared promotion, job rotation or planning internal career paths. To find out more about internal assessment, consult the Development Center section.
Kern Selection is recognised by the Belgian government as a recruitment and selection company (VG.486/B). It is a member of the Belgian trade association Federgon RSS and applies the ‘Professional and Ethical Code’ for recruitment, selection and headhunt companies.
