Assessment center:
Assessing the skills and potential of your employees

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During the recruitment or mobility process, do you want to ensure that the candidate has the necessary skills for the position to be filled? That they can integrate into the existing team and work efficiently while sharing your company's values and culture? Based on your conversations with Morgan Philips, we implement an assessment centre or a made-to-measure assessment system.

The Assessment Centre enables you to evaluate the skills of your employees and candidates, to identify talent and to optimise mobility within your company by providing a secure system and guaranteeing a positive experience for the candidate.

The tools and simulations proposed by our teams are tailored to your goals, your competency framework and the level of seniority of the candidates and profiles we meet. They give you a clear picture of your (future) employees' strengths and areas of development.

Selection of skills and construction of assessment grids adapted to the reference framework
Assessment of skills and behaviour
Identification of development and leadership potential
Adapted development and training plan
Training and workshops by our expert consultants for your managers and HR staff in the recruitment process and/or in conducting skills-based interviews

The Assessment Center is much more than a simple evaluation. It's a powerful tool that reveals the skills and potential of your talent, as well as their motivations.
By delving deep into their personalities, it offers a detailed understanding of their strengths and weaknesses, helping to guide them towards informed career choices.
Through qualitative Assessment Centers, Morgan Philips identifies the most suitable candidates, while employees develop personalised strategies and realise their full potential.

T.frame

Our competency framework

To assess the potential of your (future) employees, we base ourselves on a reference framework of 5 key skills, the t.frame. This model allows you to easily understand the behavioural potential and abilities of your talent. It evaluates correlation between the expected and implemented behaviours, and can be calibrated according to the level expected and the position held within your company.

Think:

Seek to understand, analyse and evaluate information and situations, ask questions to find solutions; and make decisions accordingly.

Deliver:

Take the initiative to plan and prioritise to achieve objectives; be results-oriented.

Change:

Demonstrate resilience and adaptability; challenge and question to progress; exchange ideas and innovate to improve working methods.

Inspire:

Lead by example; encourage and motivate; help and support; guide and develop others.

Engage:

Collaborate and cooperate by developing productive working relationships; communicate and influence, listen and empathise.

The different stages of assessment

01.

Psychometric tools and tests

Psychometric assessments and skills tests
Measurement of cognitive skills and personality traits

02.

Situational
exercises

Simulations of real-life professional challenges
Role-playing, case studies, presentations, problem solving
Assessment of organisational, communication and decision-making skills, etc.

03.

Competency-based interview

In-depth interviews with targeted questions on skills, development plan
Exploration of past experience and achievements

04.

Profile summary and analysis

Analysis of assessment data
Creation of a detailed individual profile
Analysis of strengths, weaknesses and key skills

05.

Discussion, debriefing, advice

Meeting with participants to discuss results
Debriefing on performance and skills
Proposed actions for professional development and support for the employee

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