Potential Assessment

Objectives

Acquire in-depth knowledge of a staff member to :

• Argue a recruitment choice
• Decide on a promotion (executive status for example)
• Describe a potential
• Identify difficulties in holding a particular post
• Specify training needs

Method

The Potentials Assessment is based on the Assessment Centres evaluation technique. Its main principle : multiply the sources of information on the candidate to increase the reliability of the evaluation.
It includes :

• A fact-finding interview with an RH PARTNERS consultant
• A series of logical reasoning and aptitude tests
• A series of personality and motivation tests
• A series of situational tests (management, organization, business)

Steps

1. Rapid : takes one day maximum
2. Interactive : the candidate receives feedback immediately
3. Reactive : maximum of three days between request and report
4. Versatile : efficient both in exploring a particular point and discovering several aspects of a candidate
5. Adapted : the initial step is an interview with the company to rank the different evaluation criteria according to the needs.
   

This is a SPECIFIC QUALITY PROCEDURE as defined and recognised under ISO 9004.2

The Assessment Centres method is the keystone of RH PARTNERS skills evaluation procedures.