Project Description

Identifying the right potential

Assessment Center


  • Defining an assessment: Objectives, a brief history and content
  • Performance vs. Potential
  • Assessment process: Planning, delivery, interpretation and finalisation
  • What competencies do they possess and how do we observe them?
  • Behaviour as a factor that allows skills to be measured and monitored
  • Causal flow model for skills: intentions, actions, outcomes
  • Three behaviours make one competence
  • Structure and timetable for the assessment: pre-assessment online
  • Revelatory tools and their features: Personality tests (e.g. OPQ32), English-language tests, aptitude tests (numerical, logic, verbal reasoning), psychological and situational tests, dynamics in a group both where roles are assigned and in a group where they are not, dynamics in a group with and without context, selfpresentation, self-perception questionnaire
  • Assessor’s role: how and what to observe
  • Writing up a personal profile
  • The subsequent assessment interview: opportunities for development, potential risks and how to overcome them


  • Acquire and learn to use the ability to assess a candidate’s competences, aptitude and potential
  • Map an individual’s abilities
  • Identify (according to objective skills-related criteria): suitability for the role, range of activities the role covers, potential for growth, how well they can be integrated into the company’s existing structure and its values system


  • Practical “laboratory”, alternating between: lectures, role play, workshops, exercises, time dedicated to discussion of the logic applied and reflection on its success
  • Assessment simulation