When to perform an external assessment?
This service is very adequate in the following situations:
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.
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.
You want to favor internal promotion based on the potential of your employees
You have decided to give larger responsibilities to one of your employees, and you want to know what are his areas of development.
People in your subsidiary or department are facing relationship issues and you wish to understand and solve it.
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:
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.
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.