How do your candidates behave at critical moments? In our Assessment Centers, we simulate the work situations that are critical to your company’s success.
In practice, what matters is not what an employee has learned, but whether and how they apply it. When it comes to the decision on who the best person is to fill a vacant post, there is therefore a limit on the information that the interview can provide. In our Assessment Center, we observe how candidates behave in different situations that are critical to success and can thus deliver a nuanced picture of their skills and areas for development.
In addition, participants undergo a personality analysis at PAWLIK, which reveals their potential. Because what someone has not yet demonstrated in the Assessment Center may still be developed under the right circumstances.
We determine the status quo for participants, measured against the requirements for the specific position.
Based on the results from the Assessment Center, we draw up concrete recommendations for personnel development, leadership of employees and team development. The report shows how you can provide adequate support for employees “on the job”.
You will find out who is best suited to the vacant position and will receive a ranking of the candidates.
We will simulate future work situations and present participants with tasks that we have identified as critical to the success of the position concerned. This individual concept of the Assessment Center is one of PAWLIK Recruiters’ strengths.
Candidates will be observed dealing with various challenges and will be assessed, so that ultimately a differentiated skills profile can be drawn up.
How good are they at prioritizing when they’re under pressure? How do they deal with clients or employees when we bring about a conflict situation during a role play? Both internal and external observers will build up a picture of their behavior. Those taking part from within the company will be trained by us in advance. At the end of the Assessment Center day, we combine the assessments to reach a conclusion, and can hold an optional detailed feedback discussion with the candidates.
Individual assessments are always recommended when it comes to filling key positions. That applies both to recruitment of external candidates and to internal personnel development.
What is important is that we do not just assess a person’s behavior, but also map it to their potential. Before the actual Assessment Center, we therefore carry out an online scan. This science-based method helps us to assess personalities reliably.
When you have several candidates, group assessments help you to find the one who will do the best job in practice at your company. All participants firstly undergo our online analysis of potential, in which we compare their personalities with the job profile and the corporate culture.
In the actual Assessment Center, we incorporate skills exercises and elements of group dynamics that are specifically tailored to your company. There is an option to extend the Assessment Center assessments to include outdoor exercises and tests.
After completing their education, many talented graduates do not know which path they want to choose. This is a far-reaching decision that should be made consciously. Our Orientation Assessment Center helps to align study and career choices with personality structure and individual skills. Participants undergo an analysis of potential and ability tests, the results of which lead to concrete recommendations in the orientation interview.
For us, “making it happen” means helping you turn your company goals into results. We transform organizations into coherent systems and develop the personal potential of employees. We use the latest scientific research results as a basis for this.
Each year, we invest five percent of our revenue to learn about learning. We are happy for our clients, partners, and other interested persons to share in our findings.
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