P.L.E.AS.E. assessment center

Description

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The assessment phase is one of the most important for Human Resource Management (HRM), particularly when assigning a new position to a candidate.

However, it is not always beneficial to organize an assessment center. The predictive value of an assessment center does not differ from the combined use of other instruments. Furthermore, often the small number of candidates does not justify its use.

Is it possible to verify the suitability of skills and specific personality traits for a particular role while maintaining a high degree of predictive validity (criterion-validity)?

The solution: the personalised P.L.E.AS.E. assessment (all rights reserved HURACT®).

HURACT has prepared an assessment for either one or many candidates with high evidence-based (scientific) predictive value.

Four distinctive factors

1. HURACT has exceptional HR skills. Our partners are senior psychologists trained in the most prestigious universities and with significant experience.
2. HURACT has access to the scientific literature to identify solutions and tools subjected to evidence-based and peer-reviewed validation criteria, hardly available to others.
3. HURACT has, through its licensed professionals, the skills and legal authorization for the use of tests and diagnostic tools reserved for the profession.
4. The proposed method identifies and evaluates the specific elements for a job position rather than a "generic" description of the candidate's personality.

How does it work

The assessment process is called P.L.E.AS.E. and develops in the following steps (all rights reserved HURACT®).
Steps

• P=Position. The client provides HURACT with a description of the job position through a meeting (30 ') and, if available, a Job Description.
• L=List. HURACT identifies the set of elements (skills, traits, etc.) that the scientific literature states are good predictors of high performance by accessing and searching the databases at its disposal.
• E=Evaluation. HURACT provides this list to the customer, who sorts them by priority.
• AS=Access and Assessment
  • Access. Based on the above priorities, HURACT:
    • Identifies the personality traits and sub-traits with the highest predictive value.
    • Identifies cognitive skills and related measurement tools.
    • Arranges a personalized, structured interview.
  • Assessment. Subject to informed consent, HURACT carries out the assessment:
    • In a controlled environment.
    • With two different assessors, both psychologists, to ensure the reliability of the assessments.
    • Using tools and tests of different types (including projective tests) reserved for the profession of psychologist and aimed at the working (non-clinical) context.
• E=Evaluation report. HURACT prepares a report:
  • References to the methods and tools used.
  • References to traits, sub-traits and predictive abilities of excellent performance for the position.
  • Based on the tests we carried out, analysis of the candidate's degree of possession of the traits and skills mentioned above.

Effort and elapsed time required.

• Effort required from the client: about 1 hour.
• Effort required for the candidate to be assessed: about 4 hours (1 meeting at HURACT site or online).
• Elapsed time for scoring the results and preparing the report: about 10 days.

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