This method of selection and evaluation of employees has been successfully used not only to work with candidates applying for a job, but also to assess the skills of current employees, at any position. The results of this method can also be used when rotating the employees or in the process of creating new teams.

Assessment center (AC) is generally considered to be one of the most effective methods of personnel selection. We recommend it especially when our partner is interested to choose their future employees with a special care. AC can also be used when planning a career. It is a variant of personnel analysis with a high success rate in predicting performance in typical work activities. It is one or two-day program in which a group of five to sixteen people are tested by a number of psychological techniques.

AC participants solve conflict situations. We simulate business tasks with different frequency and urgency. Among other things, we monitor how participants can handle the workload stress. Their behavior is judged by a team of experts consisting of both psychologists and managers.

We particularly emphasize the candidates' behavior in model situations. On this occasion it is possible to observe the actual actions and reactions of the participants. We observe how they solve a given problem, their interpersonal and communication skills and tendency to take up a role in a team. The advantage of AC is its objectivity, complexness and quality feedback.

The methods and techniques are always chosen in accordance with our client's needs. We consult in advance the details of the job description and the profile of an ideal candidate. Afterwards, we tailor the process of the assessment center.