Assessment Centre and Development Centre (AC/DC)

...so that you gain a comprehensive picture of your key people’s competencies and know how to develop them purposefully and effectively

AC/DC are proven and effective tools that help us objectively assess the abilities, behavior, and potential of individuals. We use them when you want to be sure that a candidate is suitable for a specific position or when you are looking for the best path for their further development.

• Assessment Centre (AC) focuses on evaluating a candidate’s potential in relation to a specific job position. We simulate real-life situations to see how the person thinks, decides, and communicates.
• Development Centre (DC) focuses on identifying development potential – where the participant’s strengths lie, where the reserves are, and what growth potential they have.

How do we do it?

Our specialty is discussion and performance analysis in model situations, which generates more crucial information than the performance in the exercises themselves.
In AC/DC, we use a combination of various methods to get the most accurate picture of a participant:

• individual and group role-plays,
• case studies and real-life simulations,
• personality and intellectual potential tests,
• projective techniques,
• structured interviews,
• group discussions and knowledge tests.

What are the outputs?

The client and usually also the participant of AC or DC receive a detailed written report and personal feedback from us.

• For Assessment Centre, the result is a recommendation on whether the candidate is suitable for the position – considering not only abilities but also work style, values, and motivation.
• For Development Centre, we provide recommendations for further growth: how to develop strengths, how to work on weaknesses, and how to set up an individual development or career plan, including training suggestions.

Feedback is a matter of course – because every participant deserves to know where they are strong and where they have room to grow.