When to perform an external assessment?
Interviews
Assessment Tools

When to perform an external assessment?

This service is very adequate in the following situations:

Recruitment

You have already identified one or several candidates for an open position and you want to get an external expert point of view to help you make the best choice.

Selection

You are setting up a new Joint-Venture, and you want to select among the employees of your Chinese partner those who will join the JV.

Internal promotion

You want to favor internal promotion based on the potential of your employees

Development

You have decided to give larger responsibilities to one of your employees, and you want to know what are his areas of development.

Problem solving

People in your subsidiary or department are facing relationship issues and you wish to understand and solve it.

Interviews

Our Asian and Western consultants perform in depth interviews. A variety of formats can be used for one to one interview. We usually recommend the following combination:

Biographical
Interview

Candidates are asked to talk about their background, education, career experience and personal interests.

Competency Based Interview

Competency based interviews ensure that selection decisions are based on behavioral skills that are important for the position. Questioning is focused on collecting information on specific competencies, based on behavioral evidence. Questioning is directed toward feelings and reactions in given situations.

Local and International interviewers

A duo made of one Asian consultant and one Western consultant perform the interview assessment, either simultaneously or consecutively. This level of service brings you the dual point of view from the local and international perspectives.

Assessment Tools

Complementary to interviews, Assessment tools can measure an individual on a set of criteria and compare collected answers to a reference of data. These questionnaires help to better picture the personality, behavior and preferences of a person.

Many assessment tools exist on the market, with different characteristics and reliability. We usually work with the following reliable tools. Other tests are available upon request.

The Harrison Assessment (HA)
measures 156 dimensions including motivations, personality traits, interests, work values, and work preferences. It also measures the reliability of the results (“lie detector”). Validity research on HA shows a predicative accuracy greater than 80%. This assessment was designed for recruitment purpose, but is also very useful for personal development.
The Myers-Briggs Type Indicator (MBTI) personality inventory
collects personal preferences and indicates which of the 16 personality types someone tends to have. It is particularly useful in executive coaching and team coaching. The MBTI is also a very reliable tool but it only sorts for preferences and does not measure trait, ability, or character.
The Profile XT
measures the total person from thinking and reasoning style to behavioral traits and occupational interests.
The Profile Performance Indicator
measures behavioral tendencies in the following critical, job-related competencies and provides suggestions for improving performance in productivity, quality of work, initiative, teamwork and problem solving.
The Profile Sales Indicator
measures the five key qualities that make successful salespeople: competitiveness, persistence, self-reliance, energy and sales drive.
The EQ I 2.0 Leadership & Leadership EQ 360
measures an individual’s emotional intelligence focusing on distinct aspects of emotional and social functioning. The EQ I 2.0 Leadership provides a deeper understanding of how the results affect a participant’s workplace and leadership performance (conflict resolution, change management, teamwork, decision making and more) with strategies customized based on individual results where else, the EQ 360 is a multi-rate measure of emotional intelligence (EI) designed to provide you with a complete “360-degree” view of your emotional and social functioning. Your report combines your self-evaluation of EI with that of your raters, providing you with a rich understanding of EI capabilities