assessment centers, potential analyses, and 360° feedback
Different questions require different methods and tools to assess. I offer a range of formats, covering the following for areas:
Personality diagnostics enables a more in-depth analysis of personality. Personality diagnostic instruments are usually questionnaires that are processed online.
An assessment center is a method for evaluating people and is made up of various concrete exercises and tasks. In the various observation situations, defined competencies are observed several times by several assessors in order to get a broadly based assessment. Assessment centers are used, among other things, in candidate selection to obtain a different assessment perspective. Thus, the assessment center can serve as a piece of the puzzle in the recruitment process.
Potential means the ability to exploit further possibilities or to develop competencies in order to take on more complex and demanding tasks and jobs. The potential analysis is a general analysis of a person’s ability to develop. A potential analysis focuses on the development of the employee and gives indications for the further career path (specialist or management career).
In 360° feedback, competencies and behavior are assessed from different perspectives (employees, superiors, customers, peers) and thus provide a comprehensive picture of how a person is perceived by different contacts. 360° feedback helps to compare self-perception and the perception of others.