{"id":6227,"date":"2016-10-06T22:31:26","date_gmt":"2016-10-06T20:31:26","guid":{"rendered":"http:\/\/www2.focusontalent.eu\/fr\/?page_id=6227"},"modified":"2021-10-15T10:54:02","modified_gmt":"2021-10-15T08:54:02","slug":"assessment-et-development-centres","status":"publish","type":"page","link":"https:\/\/www.focusontalent.eu\/fr\/nos-services\/assessment-et-development-centres\/","title":{"rendered":"Assessment et Development Centres"},"content":{"rendered":"

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“Focus on Talent is the partner for assessing skills and strengths of potential candidates for new roles in your company. Mimi and her team are also efficient in providing support for developing a talent pool allowing succession planning for key roles; their assessments are top quality.”<\/strong>
<\/em><\/p>\n

\u2013 European Area Manager Clinical Operations, Healthcare \u2013<\/strong><\/p>\n

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Assessment et Development Centres<\/strong> \u2013
Votre partenaire de d\u00e9cider en toute confiance<\/h1>\n

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Assessment et D\u00e9veloppement des employ\u00e9s (potentiels)<\/strong><\/h2>\n

Outre la S\u00e9lection et le Recrutement,<\/a> Focus on Talent s\u2019est sp\u00e9cialis\u00e9 dans les Assessment et Development Centres<\/strong>. Ils forment un compl\u00e9ment pr\u00e9cieux au processus de recherche de cadres. Toutefois, nous les avons organis\u00e9s s\u00e9par\u00e9ment. Les Assessment et Development Centres vous montrent si vous prenez la bonne d\u00e9cision lors d’une proc\u00e9dure de s\u00e9lection ou de promotion. Ils vous donnent un aper\u00e7u des talents, du potentiel et des besoins de d\u00e9veloppement d’un candidat<\/strong>.<\/p>\n

En tant que tels, les Assessment Centres vont bien au-del\u00e0 des entretiens d\u2019embauche et des impressions laiss\u00e9es. Des \u00e9tudes ont montr\u00e9 que les entretiens d’embauche ou de s\u00e9lection traditionnels ne sont pas vraiment fiables pour \u00e9valuer les talents d’un candidat. Les r\u00e9f\u00e9rences d’anciens employeurs sont presque toujours biais\u00e9es et donc tout aussi peu fiables. La m\u00e9thode STAR comporte \u00e9galement ses limites. Les candidats peuvent ne pas avoir \u00e9t\u00e9 confront\u00e9s \u00e0 une certaine situation, et m\u00eame s’ils l’ont \u00e9t\u00e9, les mesures qu’ils ont prises \u00e0 ce moment-l\u00e0 ne sont pas n\u00e9cessairement repr\u00e9sentatives du comportement qu\u2019ils auraient \u00e0 pr\u00e9sent. Enfin, les questionnaires et les tests de personnalit\u00e9 n\u2019apportent pas toujours \u00e0 eux seuls les r\u00e9ponses voulues.<\/p>\n

Par contre, dans un Assessment Centre, les \u00e9valuateurs ne se contentent pas d’interviewer<\/strong> les candidats, ils les observent \u00e9galement lors de mises en situation professionnelle<\/strong>. Cette m\u00e9thodologie \u00e9prouv\u00e9e pr\u00e9sente un taux de r\u00e9ussite beaucoup plus \u00e9lev\u00e9, et elle vous permet de d\u00e9cider en toute confiance, pour autant que ces \u00e9valuations soient faites par des \u00e9valuateurs qualifi\u00e9s.<\/p>\n

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Assessment et Development Centres en pratique<\/strong><\/h2>\n