External evaluations: with those candidates that the client company presents us with, evaluating their suitability for the position to fill, before making the contractual decision.

Internal evaluations: with staff already on the payroll of the client company, with the aim of evaluating their potential for the purpose of promotions, re-structuring or in order to be able to obtain information about the human value that the company has.

METHODOLOGY

The evaluation is done with different situational tests that simulate those situations that the candidate will face in the job so that he can be assessed.

Specific and observable forms of conduct are evaluated, focusing the evaluation on the critical behaviour that are key for performance.

Different tools are combined, with it being possible to complement the evaluation with focalised interviews, “critical incidents” interviews and/or psycho-technical tests, which assists us to evaluate not just current conduct but also provide us with indicators concerning the their conduct in the future.

Assessment Centre

We combine different methodologies that enable us to analyse the suitability of the candidates for the post required in a work setting that is close to reality:

- In-tray exercises

- Presentation exercises

- Simulated interviews

- Business games

- Group dynamics

- Role play.