How do your applicants behave at crucial moments? We simulate the work situations critical to the success of your company at our assessment centers.
In practice, it matters little what the employee has learned, but whether and how he applies it. The interview is therefore only part of the story when deciding on the best person to appoint to a vacant position. In the Assessment Center, we observe how the candidate behaves in various critical situations, and can therefore create a picture of the candidate’s various skills and areas for development.
In addition, participants undergo a personality analysis at PAWLIK to uncover their potential, for what was not evident when the candidate was observed in the Assessment Center can sometimes be developed later.
We determine the current level of the participant measured against the requirements of the specific position.
From the results of the Assessment Center, we define specific recommendations for personnel development, leadership, and team development. The appraisal shows how you can best support employees on the job.
You will discover which participant is best suited for the vacant position, and see the candidates ranked in order.
People make companies successful.
That is why we focus on the individuality of every single employee. How?
We simulate the future role and present the participant with tasks which we have identified as critical to the position. This tailored concept of the Assessment Center is one of the great strengths of PAWLIK Recruiters. The candidate is observed and assessed when tackling a series of challenges, the end result of which is a diverse skills profile.
How well can the candidate prioritize when he is under pressure? How does he deal with customers or employees when we simulate a conflict situation during the role play? Internal and external observers create their own picture of the candidate’s behavior. We train the internal observers in advance. At the end of the Assessment Center day, we summarize the assessments to create a single report for the client, and can also hold a more in-depth feedback meeting with the candidate.
Individual assessments are always recommended when key positions need to be filled. This applies to recruitment of external candidates as well as internal personnel development. The key is not only assessing the candidate’s behavior, but that their potential is reflected too. This is why before the actual Assessment Center, we perform an online scan, a scientific method which helps us reliably capture the personality of a candidate.
Group assessments help you find the candidate that emerges from the pack and performs best in realistic company scenarios. All participants first undergo our online potential analysis process, which is used to match their personalities to the requirements profile and corporate culture. We integrate skills exercises and group elements tailored to your company into the actual Assessment Center. As an option, the scope of the Assessment Center can be extended by outdoor exercises and tests.
As they complete their education, many gifted graduates don’t know which career path to take, but this life-defining decision should be made very carefully. The Orientation Assessment Center helps graduates align their choice of studies and career with their personality structure and individual skills. To point them in the right direction, candidates undergo a potential analysis and ability tests; the results produce specific recommendations discussed in an orientation interview.
Alongside the professional qualifications and many years of career experience held by our consultants in leadership, sales, and consulting positions, all PAWLIK consultants possess sound knowledge for the application of a Prof. Julius Kuhl potential analysis. We are one of the few consultancies in Germany that are entitled to apply this potential analysis.
“What are the advantages of our Assessment Center over others? The most important and valuable aspect for our clients lies in how we combine it with the potential analysis. We not only assess behavior in critical situations, but also identify the candidate’s personal motivations which underpin his behavior, as a means of completing the overall picture.”
For us, “making it happen” means helping you turn your company goals into results. We transform organizations into coherent systems and develop the personal potential of employees. We use the latest scientific research results as a basis for this.
Each year, we invest five percent of our revenue to learn about learning. We are happy for our clients, partners, and other interested persons to share in our findings.
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