THE FINAL ROUND

ASSESSMENT CENTRES

With our own centre of excellence, which is specialised in the planning and running of assessment centres, we have at our disposal a fruitful instrument for assessing candidate suitability. Drawing on years of experience and a proven track record in industry, our consultants have developed an exceptionally sound methodology which has undergone careful fine-tuning over time. By selecting from 48 core competencies in 8 aptitude clusters, clients define the profile of the ideal candidate for the position to be filled. This “competence profile” can then be used as a template for individual assessments.

Reliable decision-making by reading more between the lines.

So what is a “top performer”? And what do people actually mean when they say a candidate “fulfilled expectations”? Standard evaluations, typically quantitative, often lack a real foundation for people to base decisions on. This is why we place particular emphasis on qualitative assessment. Using a 5-step process, we show clients what candidate competencies really mean between the lines.

Genuinely more genuine – through interaction.

We don’t judge; we appraise. A small but important difference which is reflected in our detailed approach to our work: each report is incisive and accurate. The prerequisite for this: an intensive discussion with the candidate during the formal assessment process. Striking just the right balance between remaining objective on the one hand, and acknowledging the individual’s achievements on the other, we probe the decisions people make, look at the background, and take into account things left unsaid. The result: evaluations that provide real answers and go beyond the standard score sheet. Which is also in the interest of the candidate.

Businesses turn to us for
well-grounded recommendations
that make the process of finding the
most suitable candidate more reliable –
based on specialist skills, personal
traits and the corporate culture.

Candidates receive invaluable
feedback that is a huge help –
regardless of the outcome – in
understanding their strengths and
weaknesses, recognising opportunities
and developing on a personal level.

DEVELOPMENT CENTRES

Evolution is a major force. But so is the type of momentum that allows people to move forward. And moving forward is part of evolution. So it’s valuable to every company – and a necessary part of survival.

Development centres run by Glasford help companies identify which direction individual members of staff could move in, their true potential and how best to foster this potential. Overall, this allows companies to strengthen strengths and weaken weaknesses.

Another major help in this regard: our catalogue of assessment methods – reliable ways for clients to look at the position to be filled in a discerning and highly individual manner, very much in line with the process used at our assessment centres.