Assessment and Development
Caerus offers assessment & development services that span all sectors. Our Associates carry out assessments on a one-to-one or group basis to assess skills, knowledge, attitude and behaviours. We can deliver competency-based interviews and design interview frameworks to address particular competencies and test skills and knowledge. We strongly recommend the use of additional tools such as psychometric questionnaires and Executive Referencing to supplement the information gained from the interview.
Our approach to assessment & development results in better retention of talent. A constructive development plan highlights the investment an organisation is willing to make in its people and provides an early analysis of training needs. Both our referencing and assessment processes can also be used internally as developmental tools.
Participants will be given honest and non-judgmental feedback in a sensitive and professional manner. This will clarify their understanding of their own strengths upon which they can build and will identify the skill gaps they need to work on to improve effectiveness. We will suggest ways in which this can be done and help incorporate our findings into personal development plans.
Our assessment/development centres are led by experienced Associates who use a suite of selected exercises to assess groups of candidates against our client’s competency model and job/person specification. In some cases, the exercises can be tailored in line with the activities undertaken in the target job function.
Each assessment/development centre is developed through understanding a client’s requirements, as opposed to a less successful “one size fits all” approach. We recommend that feedback be provided to all participants, whether successful or otherwise.
Our approach to assessment & development results in better retention of talent. A constructive development plan highlights the investment an organisation is willing to make in its people and provides an early analysis of training needs. Both our referencing and assessment processes can also be used internally as developmental tools.
Participants will be given honest and non-judgmental feedback in a sensitive and professional manner. This will clarify their understanding of their own strengths upon which they can build and will identify the skill gaps they need to work on to improve effectiveness. We will suggest ways in which this can be done and help incorporate our findings into personal development plans.
Our assessment/development centres are led by experienced Associates who use a suite of selected exercises to assess groups of candidates against our client’s competency model and job/person specification. In some cases, the exercises can be tailored in line with the activities undertaken in the target job function.
Each assessment/development centre is developed through understanding a client’s requirements, as opposed to a less successful “one size fits all” approach. We recommend that feedback be provided to all participants, whether successful or otherwise.