A good sense of people (their capabilities and their lack of capabilities!) is an important cornerstone in recruitment and selection, but this feeling always has to be tested, verified and preferably to be converted to concrete facts and figures. Care before everything.

Björk provides a complete toolbox of psychometric tools. Tools which can be used separately and come together in an comprehensive assessment centre: 

• Management cases, role plays and simulation exercises with which we simulate real life work situations, to review demonstrable competencies which are necessary to successfully fulfil the position.
• In basket exercises to evaluate the candidate on his or her capabilities to plan and organise, problem analysis, decision making, ability to delegate, stress balance and perseverance.
• Capacity tests to measure existing capacities and several skills (verbal, numeric, spatial, technical and abstract).
• Personality tests (OPQ and MBTI – Myers Briggs, among others) to judge the behaviour style of a person at work.
• Motivation tests as a helping tool to receive insight in the variety of influential elements upon which decisions are made.

An assessment is not a standard product at Björk. A good function analysis, linked to your specific questions about a candidate, are the basis. With this analysis our consultants come up with the best assessment possible. Sure, you could go to other assessment agencies and ‘subject’ your candidate to questionnaires and role plays. However, not everyone is able to translate assessment outcomes to your company situation in a good way and provide necessary guidance for future functioning and development potential. Not every agency makes assessments made to measure.

How do we work?

1. Our distinctive power is an efficient analysis of the position and your company situation. When this is fully clear, we give a concrete advise about the assessment process and its specific elements.
2. Each professional assessment is based upon a unique competencies profile. Competencies describe the amount of knowledge, expertise/skills and attitudes that are needed to successfully fulfil a position. We use our own competence model but we can also link to models used by your organisation.
3. Every assessment is made to measure and contains a selection of management cases, role plays, an in basket exercise, capacity tests, motivation tests and a personality test. The main focus is on observation of concrete behaviour in critical situations. Not just ‘knowing’ but especially ones ‘doing’ is important. That is the reason why situations are created that resemble the daily reality of the future position as close as possible. We can enter these simulations at an operational, tactical or strategic level.
4. Implementation of an assessment (half a day to a day) under supervision of one of our assessment NIP psychologists with co-assessors.
5. Every assessment is concluded with a face-to-face competencies interview. During this interview there is also a focus on the experience, motivation (based on a motivation test) and aspirations of the candidate.
6. The result: a clear and complete report. You will get a nuanced overview, a review of all central competencies, a strengths-weaknesses analysis plus a clear final advise, related specifically to your company situation. This not only supports your decision, but also provides valuable information for setting up or adjusting pathways including development and coaching and career- and succession planning.

Björk can also support you in group assessments and international assessments, so you can objectively assess (several) candidates or teams from different countries by the same analysis and method in the most optimal way, multi-lingual and cross-country. If you wish to perform assessments yourself within your company, we can help you with the set up, implementation and maintenance of an intern assessment centre.