Every company wants to be certain that it has the right people, with the right skills, on the right job. Assessments will help you, in an objective way, to identify the best people for the job, and define their specific development needs. Phase 1: Definition of the profilesIn close collaboration with the management, we define the parameters that will serve as the ideal portrait against which the candidates will be evaluated. The profile defines very clearly the roles, responsibilities and results that are expected from the candidate. This profile contains a number of measurable parameters that will be observed and evaluated during the behavioural interview, the field coaching and the simulation exercise. These profiles contain the essential competencies for the successful performance of the candidate. For instance, in the case of an account manager the following competencies, among others will be screened: Strategic capability Conceptual approach Communicative skills Multilevel selling Methodical implementation of a sales strategy Motivation Team skills Phase 2: Definition of the observation tools During the assessment, we will be using three observation tools: The behavioural interview: a customized questionnaire will be developed. With the behavioural interview, the conceptual capabilities and the motivation will be screened. The field observation: a checklist will be developed with the appropriate parameters. During the field observation the methodical approach and the communicative skills will be evaluated. The account case: a realistic case study that is typical for the candidate’s market will be developed. This allows us to evaluate the strategic skills and the multilevel selling approach. Phase 3: The behavioural interview Objective: To give the participant the opportunity to demonstrate their knowledge and awareness of the essential competencies. To raise the participants' awareness of the essential competencies and how they rate themselves against this criteria. To provide the assessor with information about self-perception of the candidate and his/her willingness to develop themselves. To give the assessor an additional source of information with respect to the competencies and achievements of the candidate. These data will be compared with the results of the other observations Phase 4: Field observation The assessor accompanies the candidate during a number of sales visits. This allows us to observe real life situations and make a reality check of the self perception of the candidate. Phase 5: Simulation of an account case This module contains three steps 1.Preparation: the candidate makes a written preparation that will be part of the final report. 2.The simulation: the assessor observes and evaluates the performance of the candidate according to pre-defined criteria. 3.The debriefing: the candidate evaluates his performance and this evaluation is evaluated by the assessor. Phase 6: Report Valueselling.be makes a full report that contains: 1.Profile 2.Report of the behavourial interview 3.Report of the field observation 4.Report of the business case 5.Final evaluation, overall recommendations for career orientation, training and development needs
		Jan Flamend  mobile: +32 496 57 40 25  -  fax: +32 16 73 49 05             |             Geert Ramaut   mobile: +32 484 292 100