When a company is looking for a new employee to fill a position of responsibility, it seeks to maximize the success of its recruitment.
There are several reasons for this:
- For high-impact positions, it is crucial to choose the right person by carrying out a detailed analysis of interpersonal skills.
- A recruitment mistake can be costly for the company. It is estimated to represent around 0.5 to 2 times the annual salary for the position in question, or even more in some cases.
- Beyond the financial cost, it is a huge waste of time that often affects many employees.
- A significant drop in motivation and output within the company can then quickly follow.
While the assessment process helps maximize the success of a recruitment, it is also an integral part of the tools for developing the employer brand: it is a real service, carried out by an external company and valued by candidates. In Direction Plus’s assessment philosophy, the candidate is also our client. We make sure they come out of the process with a better view of their profile, their qualities and their impact, as well as with avenues for development. It is a very positive experience, whatever the final choice of the recruiting company. Assessment therefore brings strong added value, for candidates and companies alike.
Preparing for an assessment: possible or not?
The assessment places the candidate in situations that call for action, often quite spontaneous, where the “right” answers are neither unique nor predefined.
The company carrying out the assessment does not make the final choice of candidate, but provides precise information on the leadership style and skills observed, reveals the potential for development, and gives recommendations for good integration into the team and the corporate culture. The assessment therefore measures the fit between a person’s proven skills and potential and all the requirements of specific missions, in a specific working environment and culture.
It seems difficult to prepare concretely for an assessment – and in our view, it is not desirable anyway! The important thing is to be as authentic as possible, to stay true to yourself and to act as you would “in real life”, according to your experience and behavioral preferences. Because, in the end, it is this “authentic” person who will be called upon to grow in a new work environment…
Finally, remember that if you have passed the first stage of recruitment, it is because you have the right profile and a good application!