An in­di­vidu­al As­sess­ment is a struc­tured as­sess­ment pro­cess de­signed for man­age­ment se­lec­tion or de­vel­op­ment. It con­sists of a set of care­fully se­lec­ted as­sess­ment tech­niques, which provide spe­cif­ic in­form­a­tion about an in­di­vidu­al’s job fit.

In­di­vidu­al As­sess­ment has been de­signed by papilio ag as a gen­er­al ap­proach and is ad­ap­ted for each in­di­vidu­al man­date to­geth­er with the cli­ent to fit the re­quire­ments of a given job. Dur­ing the pro­cess in­form­a­tion about spe­cif­ic abil­it­ies as well as the pre­ferred work­ing style should be­come ap­par­ent. This is a valu­able source of in­form­a­tion for the com­pany ask­ing for the as­sess­ment as well as for each in­di­vidu­al can­did­ate par­ti­cip­at­ing at such an event.

• Com­pan­ies today aim to re­cruit and de­vel­op the best people. Using the best as­sess­ment meth­ods when ana­lys­ing po­ten­tial and skills can best pur­sue this.
• The ob­ject­ive, well-val­id­ated tech­niques used in the papilio In­di­vidu­al As­sess­ment make a sig­ni­fic­ant con­tri­bu­tion to the se­lec­tion pro­cess and en­sure that your spe­cif­ic tal­ents are un­der­stood.
• All par­ti­cipants will be­ne­fit from can­did, straight­for­ward feed­back offered on in­di­vidu­al basis. Feed­back can be ex­pec­ted after the As­sess­ment event through a feed­back re­port which can be com­ple­men­ted by a ses­sion with the con­sult­ant.
• In­di­vidu­al As­sess­ment can be used for de­vel­op­ment pur­poses to identi­fy in­di­vidu­als’ strengths and de­vel­op­ment needs, and as a res­ult identi­fy goals and ac­tion plans for the fu­ture help­ing to en­sure that, right from the start, you can be suc­cess­ful in your ca­reer.

Can vary from half a day up to a whole day de­pend­ing on the ex­er­cises se­lec­ted. This se­lec­tion is made to as­sess to areas, which are most rel­ev­ant for the job you ap­plied for. We be­lieve the depth of in­form­a­tion ob­tained through this pro­cess is well worth the time in­ves­ted in it.

In In­di­vidu­al As­sess­ment we are look­ing at a num­ber of the fol­low­ing key com­pet­en­cies (usu­ally 4 to 8 com­pet­en­cies, de­pend­ing on the role ap­plied for)

Per­son­al­ity Ques­tion­naire

Com­ple­tion of a self re­port ques­tion­naire. This fo­cuses on your pre­ferred style of be­hav­ing at work; there are no right or wrong an­swers and your typ­ic­al be­ha­viour is cap­tured through the ques­tions. The ques­tion­naire can be com­pleted on-line be­fore the as­sess­ment event.

Abil­ity Tests

These as­sess your abil­ity to solve prob­lems, in­ter­pret, and reas­on with com­plex in­form­a­tion. Here, it is im­port­ant to work as quickly and yet pre­cisely as pos­sible. There is a time limit with these tests. They can be com­pleted on-line be­fore the as­sess­ment event or at the venue.

Struc­tured In­ter­view

You may be asked about spe­cif­ic ex­amples of situ­ations where you demon­strated par­tic­u­lar skills. The in­ter­view provides you with the op­por­tun­ity to dis­cuss your own per­cep­tion of your strengths and lim­it­a­tions.

Man­age­ment Sim­u­la­tion Ex­er­cises

Ex­er­cises such as a Present­a­tion, a Busi­ness Case Study or a Role Play, can also be used to as­sess spe­cif­ic areas.

The con­sult­ant provides a writ­ten re­port to your su­per­visors in­teg­rat­ing all the as­sess­ment in­form­a­tion against the com­pet­en­cies. De­pend­ing on the pur­pose of the as­sess­ment (ie se­lec­tion or de­vel­op­ment), this re­port will be used to:

Par­ti­cipants will be offered con­fid­en­tial feed­back on their per­form­ance by their con­sult­ant. The feed­back provides de­tailed in­form­a­tion about each ex­er­cise and helps cla­ri­fy an in­di­vidu­al’s strengths and de­vel­op­ment needs.