The Development Center is used for an objective competence assessment and the testing of (leadership) skills. In order to do that, we use special interview and / or questioning techniques (e.g. (partially) structured interviews), self-assessment of the competences (for the comparison of self-image and public image), role plays (e.g. role playing of a challenging discussion, such as a conflict during a feedback conversation with one employee), processing of case studies, group work / discussions.

Our offer ranges from classic CV analyses and interviews to extraordinary assessment centers for the best possible staffing. The success of the Assessment Center depends on the quality of the exercises and tools used. That is why a customized concept is extremely important to us.

In order to obtain a holistic picture of the strengths and development potentials of the participants, a multi-method approach is used. The following instruments can be used:

  • special interview or questioning techniques (e.g. (partially) structured interviews)
  • self-presentation
  • self-assessment of competences during the AC (comparison of self-image and public image)
  • group work and discussions
  • role play (e.g. role playing of a challenging discussion, such as a conflict during a feedback conversation with one employee)
  • processing of a case study (e.g. creation of a sales strategy, an idea for developing new sales channels)