Assessments
Aptitude assessment
In our aptitude assessments, we show respect for individuals. According to the feedback, our candidates and clients find us approachable. We act as an employer brand ambassador for the client company. For the candidate, the assessment process gives a good opportunity to reflect his/her career goals and motivation.
Aptitude assessments are conducted to confirm that the candidate’s personality, working style and potential for development meet the requirements of the position and match the working environment. We work with the client to define the competences required for the position. We perform aptitude assessments using a comprehensive multi-method approach. Our assessments are always carried out by psychologists certified by the Finnish Psychological Association.
When to conduct an aptitude assessment
- More information is needed to support making the recruitment decision.
- An employee is transferring to other duties within the organisation, e.g. from an expert position to a managerial role.
The benefits of aptitude assessment
- You get more information on the candidate’s motivation, strengths and areas of development.
- An outside expert provides a professional assessment of the candidate’s aptitude.
- The assessment helps the supervisor organise the induction of the selected employee.
- Feedback helps to advance the professional development of the candidates.
Career path assessment
Career path assessments support the career development of the personnel and enhance the utilisation of human resources. Our assessments are always tailored to the customer’s needs.
The benefits of career path assessment
- Career path assessments help to identify key personnel, e.g. for the purpose of operations development.
- Identifying key competences enables the company to develop systematic succession planning.
- Persons taking part in the assessment gain concrete tools to advance their professional development.
When to conduct career path assessment
- The company wishes to create individual career paths and support the professional development of the personnel.
- The organisation is planning internal transfers and wants to utilise human resources more efficiently.
- A reorientation of the skills and experience of the personnel is necessary due to organisational changes.
