Development
centers
Self-reflection
Employees are encouraged to critically reflect on themselves. Assessors provide intermediate feedback at several moments. This is a first step in personal growth and a prerequisite for further development.
Learning and development
We provide additional tips on how employees can further invest in their professional development. Practical guidance to actively and purposefully get started is discussed. Training, mentorship and coaching can therefore be optimally aligned with individual needs.
Career tips
Insight is provided into responsibilities, tasks and roles that match the employee’s profile. Competencies, strengths and pitfalls are mapped out. This helps employees make more conscious career decisions and follow a clearer career path.
Why work with
a development center?
A development center aims to map the strengths, qualities and development areas of employees. This results in a clear profile in our reporting, serving as a guide for further professional development and career choices. It enables the organisation to create a tailored training or coaching programme, with a positive impact on motivation and loyalty.
During these sessions we encourage the candidate’s self-reflection. Intermediate feedback forms an essential part of a development center. In this way, the candidate gets to know themselves better, and the development center already becomes a valuable first learning experience.
Available formats
Full-day development center
Tests and interactions take place physically at our office or at a location of your choice and take a full working day.
Half-day development center
Tests and interactions take place physically at our office or at a location of your choice and take half a working day. The number of measured competencies is therefore limited.
Does our offering
inspire you?
We’re happy to put together a no-obligation proposal for you. In a short video call or during a visit at your location, we’ll discuss your needs. Together we’ll look at which approach suits you best.
Frequently Asked
Questions
In this FAQ you will find answers to the most frequently asked questions about our operations, approach and practical arrangements. This way you quickly get a clear overview without having to search.
Depending on your question and the context, the number of steps may vary. In most cases, however, an assessment process consists of about six steps: the request, an intake regarding the role, scheduling the candidates, conducting the assessment, reporting, and finally feedback and possibly a later follow-up conversation.
Depending on your request, we work with tailor-made tools and cases or we put together the programme together. A selection of our tailor-made tools:
- Personality questionnaires
- Reasoning tests
- Simulation exercises (business case, presentation, role plays, in-basket exercise)
- In-depth interview
- Behaviour-based interview
- Self-reflection
- Leadership toolbox
- Commercial toolbox
Once the assignment has been confirmed, we can usually schedule the assessment within a period of 7 days.
The full written report is delivered by default within 2 working days.
If faster feedback is required, this can be discussed in consultation. For example, a verbal feedback session can already take place the day after the assessment.
Although we mainly focus on companies and organisations, individuals can also contact us for a development center. This can complement a trajectory already followed through, for example, career guidance vouchers. The specific request can be further discussed during a no-obligation conversation.
Knowledge from practice
These are the tests you can expect during an assessment.
An Assessment Center: it can be done differently!
