An Assessment Center is a multi-stage diagnostic method that can be conducted as both an individual and group procedure, lasting up to one day. An Assessment Center includes various (simulation) exercises (e.g., role-play, presentation, business case, interview, group discussion) through which a systematic competency assessment takes place. The competencies to be observed are discussed in advance with the human resources managers and/or specialist departments of the client and are individually tailored. Typically, it involves external candidates. Upon request, a results report can be prepared, detailing test results, strengths, and areas for development.

A Development Center is a special form of Assessment Center. Here, the focus is less on matching a requirement profile with the candidate’s competencies, but rather on identifying and clarifying strengths and areas for development. For this purpose, diagnostic methods are used to assess the competencies previously agreed upon with the HR managers. The careful evaluation of the observations results in a report on the candidate’s strengths and areas for development. Supplemented by interviews, a holistic impression of the candidate’s career history and goals is made possible. This process highlights the strengths that can support them and potential areas for development. Moreover, it reveals in which areas of the company the candidate can best utilize their strengths. Based on the collected information, a concrete development plan for the candidate can be worked out together with the respective HR manager, which can be followed by further training measures or individual coaching.