Assessment Center

HiPOTENTIAL offers professional support for the planning and implementation of professional Assessment Centers, including tests, assessment exercises and cases adapted to the individual role. For a professional implementation of the Assessment Center, structure and good planning are crucial. Various techniques and several consultants/assessors are used to assess the candidates. All the consultants must be coordinated and have the same standards in the evaluation of the candidates. Cases are useful, but only if they are adapted to the needs of the company and the positions.
HiPOTENTIAL offers professional support for the planning and implementation of professional Assessment Centers, including tests, assessment exercises and cases adapted to the individual role. For a professional implementation of the Assessment Center, structure and good planning are crucial. Various techniques and several consultants/assessors are used to assess the candidates. All the consultants must be coordinated and have the same standards in the evaluation of the candidates. Cases are useful, but only if they are adapted to the needs of the company and the positions.
When do we recommend
Assessment Center?
The Assessment Center is a thorough method for use during the selection and development of staff in organisations. Here we use tests, interviews and various exercises such as cases, group exercises and presentations to get the best possible overall assessment of the candidates.

It is often used when several people are to be recruited for the same type of position at the same time, such as in trainee recruitment. It is also used in processes in connection with Talent Management and Succession Planning where you want to map the potential of the organisation's current and future managers.
Some organizations also choose to use an Assessment Center when recruiting for important individual positions, and for positions they recruit for they often prepare organisation-specific assessment exercises or cases.

What content do we recommend for the Assessment Center?

It depends on the type of position and level you are evaluating candidates for, but also how thoroughly you want to go about it. We usually recommend an Assessment Center consisting of: Assessment Case/Simulation exercise that suits the nature of the position, presentation/lecture the candidate has had to prepare in advance, structured interview, ability and personality tests. Finally, run a reference checker. Simply described, the simulation exercises give a good picture of how the candidate is performing here and now, while psychological tests of good quality add a measure of the candidate's potential.


Assessment Case /simulation exercises
is what primarily distinguishes the Assessment Center from other selection and development methods. Different degrees of stress level can be built into the exercises depending on the complexity of the exercises and the time available. If the exercise is a form of role play (e.g. sales exercise), the assessor(s) may have a role. In such a situation, it is extremely important that the assessor always plays his role in the same way, in order to be able to compare the performance of the various candidates. Another version of


Assessment Case can be onegroup exercise where the candidates are given a tasktogether and one wants to see what role the various candidates take on. A third version can be a "solo race" where each individual candidate is, for example, placed in an office with an email box with some emails, some paper in the mailbox, a telephone etc.

HiPOTENTIAL works together with other professional players in the market on the implementation of the assessment center and we are happy to have a non-binding meeting with you to discuss how this can best be implemented at your place.

What content do we recommend for the Assessment Center?

It depends on the type of position and level you are evaluating candidates for, but also how thoroughly you want to go about it. We usually recommend an Assessment Center consisting of: Assessment Case/Simulation exercise that suits the nature of the position, presentation/lecture the candidate has had to prepare in advance, structured interview, ability and personality tests. Finally, run a reference checker. Simply described, the simulation exercises give a good picture of how the candidate performs here and now, while psychological tests of good quality add a measure of the participant's potential.
Assessment Case /simulation exercises is what primarily distinguishes the Assessment Center from other selection and development methods. Different degrees of stress level can be built into the exercises depending on the complexity of the exercises and the time available. If the exercise is a form of role play (e.g. sales exercise), the assessor(s) may have a role. In such a situation, it is extremely important that the assessor always plays his role in the same way, in order to be able to compare the performance of the various candidates. Another version of the Assessment Case can be a group exercise where the candidates are given a task together and you want to see what role the various candidates take on. A third version can be a "solo race" where each individual candidate is, for example, placed in an office with an email box with some emails, some paper in the mailbox, a telephone etc.
HiPOTENTIAL works together with other professional players in the market on the implementation of the assessment center and we are happy to have a non-binding meeting with you to discuss how this can best be implemented at your place.