Assessment
Center
The Assessment Center is a sophisticated method for evaluating behavioral competencies, also known as soft skills. It provides essential complementary insights to the assessment of a candidate’s or employee’s technical skills.
This approach not only helps identify the most suitable person for a role, but also supports career development based on the potential detected.
The process involves a series of exercises, ranging from psychometric tests to role-playing scenarios.
In addition to traditional interviews, the Assessment Center provides an in-depth evaluation of a candidate’s personal qualities and overall fit for the targeted role.
It supports promotion decisions and internal mobility by assessing the competencies required for new roles or responsibilities, ensuring a successful professional transition.
Assessment Center services can be implemented for all types of positions, regardless of hierarchical level, experience, or industry sector.
The format varies depending on the objectives of the evaluation:
→ Individual Assessment: These exercises are conducted one-on-one and assess the candidate’s competencies, behaviors, and potential through various tools such as personality tests and job-related simulations.
→ Group Assessment: These sessions combine individual tasks with group simulations, allowing for the evaluation of teamwork abilities and leadership potential.
We use a variety of tools for a precise evaluation
Based on the Competency-Based Interview method, it is used to explore the candidate’s behavioral competencies.
Questionnaires that assess values, motivations, and professional behaviors.
Cognitive abilities such as abstract, verbal, or numerical reasoning, tailored to the requirements of the position.
This is a central element of our Assessment Center approach at SP Search. We strongly believe that candidate evaluation should reflect real-life scenarios encountered in the professional world. That’s why we integrate both individual and group exercises—tailor-made to address your specific needs.
These exercises fall into four main categories of assessment activities:
In this format, candidates are presented with realistic business cases that mirror the specific challenges of your industry. These scenarios are developed in collaboration with your teams to ensure maximum relevance. Candidates are required to analyze information, propose solutions, and defend their recommendations. This allows us to evaluate their analytical thinking, strategic insight, and decision-making abilities under pressure.
Group assessments are designed to simulate collaborative work environments. Candidates engage in simulations such as meetings, negotiations, or joint project planning. These situations enable them to demonstrate communication skills, leadership qualities, and teamwork capabilities. Through these interactions, we observe how each individual integrates within a group, influences dynamics, manages conflict, and contributes to collective performance.
Role-play exercises offer a particularly effective way to assess interpersonal skills and the ability to manage complex situations. Candidates are placed in scenarios requiring interaction with “actors” playing key roles (e.g., clients, colleagues, or managers) to resolve issues or meet defined objectives. These exercises reveal strengths in negotiation, persuasion, and handling high-pressure situations while maintaining a professional demeanor.
Every assessment component is carefully designed in close collaboration with your teams to ensure it reflects your expectations, strategic goals, and the specific challenges of your internal and external environments. We draw upon your values, corporate culture, ethics, and key competency frameworks to guarantee a relevant and actionable evaluation.
By integrating realistic and meaningful simulations, our Assessment Center enables us to observe candidates’ behaviors in authentic, bias-free professional contexts. This gives our clients a clear view of each candidate’s potential, level of engagement, and ability to integrate and perform effectively within their teams and organizations.
Do you want to assess your candidates' potential and promote internal mobility without dehumanizing your recruitment processes ?
