SUPPORT DECISIONS WITH EVIDENCE
Understand capability.
Recognise potential.
Role-specific competency models, structured interviews and assessment activities for hiring, internal promotion and development decisions.
Discuss your needs
Why do different managers assess the same person differently?
We first define the decision and the behaviours required by the role. We then select suitable structured interviews, business cases or role simulations. Observations are recorded against shared criteria, with strengths and development needs explained through evidence. Assessment supports human judgement; it does not make the final hiring or promotion decision.
How we work together
- Competency framework aligned with the role and decision
- Observable behaviours and assessment criteria
- Structured interviews and case design
- Individual or group activities appropriate to scope
- Calibration of assessors’ observations
- Feedback and personal development planning
PRACTICAL DELIVERABLES
Tools you can put to work.
An assessment that explains the evidence behind the score.
Interview and case activity plan
Observation and rating forms
Evidence-based competency summary
Strengths and development needs
Feedback and development action plan
Deliverables and depth are agreed around your project scope.
Before we begin
Does every assessment use the same tests?
No. Methods follow the role, decision purpose and scope. If a psychometric instrument is considered, its suitability, licensing and practitioner requirements are reviewed separately. We do not promise a fixed test package or automated decisions.
Scope, timing, deliverables and responsibilities are agreed at the first meeting.
CONTACT
We are one
email away.
Tell us what’s on your mind in a few lines. We’ll reply and set up a first conversation.
Üsküdar / Istanbul