Assessment/Development Centre

The Assessment Centre is a tool used to determine whether a candidate is suitable for the job or whether an employee right for a certain position. If the method is applied properly, it allows predicting with a high level of probability whether a person will be a high-effective at his or her job. This complex and multistage evaluation process allows to assess the extent to which its participants possess the developed key skills necessary for a given role within the organization. This method might consist of individual or group tasks and tests of professional competencies. The number, length, level of difficulty and content of those tasks vary depending on the type of job. The tasks may examine various competencies essential for a given job.

The development Centre is a method designed similarly to the AC which allows investigating key competencies of a number of people within a specified period of time. However, the objective of sessions is different. Whereas the AC is used for selection, i.e. finding the most suitable group of candidates or one candidate who will be the most appropriate for the job, the DC’s purpose is to diagnose which employees’ competencies might or should be developed. DC not only helps to identify the competencies, but also serves as a tool of competencies development, e.g. in the case of abilities that might be developed during a meeting with the coach.

Our AC/DC services are characterised by:

Individual approach and adjustment to the Clients needs,
High accuracy of participants assessment,
Objective and impartial evaluation of competencies,
Cooperation with a group of recognized Consultants in organization of the AC/DC,
Initial psychological assessment conducted by experienced psychologists.

The Assessment/Development Centre tool allows our Clients to conduct a multifaceted evaluation of their employees and is the most accurate tool of assessing your employees’ competencies.

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‘...The projects are always pursued in accordance with the highest market standards, and the candidatures presented within the scope of recruitment reflect our expectancies. Remarkable sense of the client’s needs, deep knowledge about the business and the profile of the firm, both merged with an extraordinary awareness of the labour market and broad contacts with potential candidates are the most significant virtues of this firm.’ - General Manager (branch - Pharma)
‘ ...Up to now cooperation allowed us to state, that the Firm will be a great partner for other organizations also and with the whole tresponisibility we recommend It to pursue projects in similar fields…’ - Finance Director (Retail branch)
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‘...The effects of Human Capital teams work live up to all of our expectations. Thoroughness, meeting deadlines, professional approach to their obligations are only few of advantages which the HC Consultants can be described with.’ - Operational Director (Telecom branch)
‘...It worth mentioning that during each level of the recruitment processes the communication with the Firm was truly flawless. Moreover the Consultants work quick, efficiently and are flexible. That indicates a success while pursuing out-of-the-frame projects which need working under time pressure. All the qualities together minimise the effort which the client has to put into the recruitment process whilst the Consultants conduct a high-level service.’ - HR Manager (Finance branch)
‘...High quality of the services delivered lives up to our expectations and I can recommend the firm as a solid and trustworthy business partner. We are planning to cooperate with Human Capital on new projects.’ - Sales Manager (Banking)
‘...The recruitment processes led by Human Capital stand out because of the accurate execution and high quality of services. Due to our cooperation with this Firm we gained new key employees, which was one of the main cause of our success...’ - HR Director (TSL branch)