Assessment Center

Hire - Make sure your candidates demonstrate ability or domain of the competencies that are critical for the position

Why should you use Assessment Center during a hiring process?

Interview rounds, traditional psychometrics, work references are generally not enough to make the right decision when hiring.

Improve your selection quality while giving the correct candidates the opportunity to demonstrate they are able to proficiently use the critical competencies for the position.

Download Brochure

Sample report specifically for hiring

Download the latest generation sample report specific for hiring, that will allow you not only to make a better hiring decision, but it will also help you prepare a more efficient onboarding process with specific recommendations that can accelerate the learning curve for the position.

Download sample report

People Analytics suite for your organization

Compare candidates creating, with cdg, a successful profile for the position, taking into consideration:

Competencies
Experience gained throughout the candidates professional trajectory
Technical knowledge and credentials
Cultural fit

Access the Data Studio and use People Analytics

Frequently Asked Questions and support resources

Review the frequently asked questions about using Assessment Center for your recruitment, personnel selection and candidate selection processes.

Check out our guide to use Assessment Center in your recruitment, personnel selection and candidate selection processes.

Take the interactive test

Promotion - Make sure you promote the correct person to the right position

Why use Assessment Center in promotion processes?

A successful performance in one organizational tear does not necessarily guarantees success in a higher responsibility position.

Make sure your staff member is able to demonstrate she/he can proficiently use the core competencies for the position he/she is being considered for.

Download Brochure

Sample report specifically for promotion

Download the sample report specific for promotion processes that will not only help you validate your candidate’s capability to take on a different role, but will also help you be more aware and make a specific action plan for her/his correct performance in the aimed position.

Download sample report

People Analytics suite for your organization

With the unique People Analytics suite you will have access to document and file your staff member’s results, as well as program feedback sessions for your candidates, or coaching sessions to accompany them during their transition to a new position.

Access the Data Studio and use People Analytics

Frequently Asked Questions and support resources

Review the frequently asked questions about using Assessment Center for your internal promotion processes.

Check out our guide to use Assessment Center in your internal promotion processes.

Take the interactive test

Talent Mapping - Gather your Training Needs (TND) and roll out a succession process for key positions, using a professional study and People Analytics.

Why use Assessment Center for TND and succession planning?

360° evaluations, focus groups, organizational climate, external evaluations such as GPTW, give you valuable general information in some critical topics. However, it is important to measure your staff members’ domain level of specific competencies to get a more accurate Training Needs Detection.

Talent mapping and presenting results in a 9-box format will allow you to have an objective parameter to compare performance and potential of the talent you have detected as being able to fulfill executive positions in the future.

Download Brochure

People Analytics suite for your organization

Provide professional deliverables to the leadership teal to make the information analysis and decision making regarding key talent decisions easier.

Use People Analytics to determine your TND – Training Needs Detection

Use People Analytics in talent mapping in the 9-box format for key position succession planning

With our People Analytics technologies, we use Google Data Studio to merge reports and deliverables.

Angel Taboada, cdg’s CEO welcomes you to your Assessment Center evaluation process, and gives you some basic recommendations to improve your experience during your assessment, and also, make the most out of your evaluation. We hope you have a great experience!

Testimonios

“

The alignment cdg made with Assessment Center and Competency Based Interviews has helped us improve our recruitment and selection process, as well as the experience the candidates live during the work competencies assessment process

CHEDRAUI

“

cdg’s capacity to understand our Human Resources’ needs, make an action plan and add value to find the best solution to assess work competencies that have been key to provide a long term relationship as customer and provider

H-E-B

“

In Human Resources we are witnesses of the speed of attention, flexibility and capacity to operate in different countries, make cdg a true benchmark for solutions for evaluating labor competencies as well as talent management based on labor competencies.

DEACERO

5 key validity elements of cdg’s Assessment Center

01 Work competency evaluation process

It needs to be about work competencies; this allows Human Resources to take subjectivity out of the evaluation process, thanks to the observation of expert consultants on the capacity of each participant to model specific business behaviors.

02 Work competencies measuring

There needs to be interaction with certified assessors, who will role-play with the participants and observe their performance. Competency assessment allows you to gather evidence on performance and behaviors of the participants in different scenarios and business cases that can be compared to reference groups depending on the organizational tear they belong to.

03 Business Cases

Business cases need to be used. An Assessment Center’s validity depends on a work competency and ability evaluation that can be observed in, at least, two different business cases. In cdg we have 5 different business cases: Group interaction, Problem analysis, Information research, Interview simulation, Position management.

04 Getting results

Consensus amongst expert cdg assessors has to be reached on the competencies and abilities a participant showed. Consultants use the ORCSE model and compare results against expected behaviors from different reference groups.

05 Moments for reflection

There has to be a moment to reflect at the end of each exercise, this reflection will be lead by cdg expert assessors. The consultant facilitates a dialogue, looking for learning and focus on the actions and behaviors the participant exhibited during the evaluation process.

cdg- experts in business competencies has a wide selection of Assessment Center varieties

Strategic Leadership Assessment

72% validity
8 hour long
Up to 22 work competencies
4 simulations
Executive Leadership level, Senior management
In person, online or blended
Recommended for selection processes

Executive Leadership Assessment

68% validity
6 hours long
Up to 18 work competencies
3 simulations
Management level
In person, online or blended
Recommended for selection processes

Leadership Assessment Profesional

65% validity
4 hours long
Up to 14 work competencies
2 simulations
Individual contributor level
In person, online or blended

eAssessment

60% validity
4 hours long
Up to 15 work competencies
3 simulations
Every organizational tear
Online without interaction with cdg assessors

6 reasons for cdg’s Assessment Center to be a referent in Mexico:

+200 business cases

Business cases with research, development and validation from industry leaders

Digital platform

We have our own platform for business case simulations with last generation interactions

Accessibility and reports

To customers through Business Intelligence and the integration of psychometrics

Capability to measure

Each Company’s competencies and propose the best ones according to cdg’s private profile and position database.

Installed capacity

For high volume projects, as well as the capacity to apply our technology in Spanish, English and Portuguese

Delivery times

With a standard delivery time of 72 hours and availability to deliver within 24 hours on demand

Our experience

76%

Of our customers have their own competency model to evaluate work competencies with

90%

Of Human Resources unit customers that get Assessment Center, express an improvement in the predictability of future behavior of their internal and external candidates.

97%

Of Assessment Center participant express satisfaction with the process for their career path.

Our customers have used Assessment Center for:

30%

Recruitment and selection

24%

Internal promotion

46%

Talent mapping for talent inventory, performance assessment, 9boxes, succession plans, business simulations

Our success cases

FEMSA

20 uninterrupted years as an institutional tool for recruitment and selection for their divisions in Femsa Comerce.

Through Femsa’s own work competency model, cdg has been in charge of operating their personnel recruitment and selection processes.

Grupo Salinas

A talent Review culture was implemented, where the leadership team received Assessment Center results and a training in feedback techniques to facilitate the feedback sessions with their direct reports during performance evaluations.

CFE

Installed capacity to evaluate and develop 100 key staff members, development plans both personal and for groups. Through Assessment Center business simulators in situ, we were able to assess all of the engineers we needed to within two weeks. Personalized feedbacks and development programs aligned with corporate strategies and results, were all finished within 6 months in their own sites.

Diseño_Accredible_3418x2668p_2021_Mesa de trabajo 1

Certification
Includes a digital certificate and badges based on Blockchain and with the Accredible® technology for the participants to share on social media (LinkedIn, Facebook, Twitter, Instagram, WhatsApp). The parameters for digital certification are agreed beforehand between the customer and cdg according to the customer’s needs.

cdg Tutorial

Implement Assessment Center in your organization

Are you looking to use Assessment Center in your organization?

In this cdg tutorial you will be able to learn, step by step, the best practices to implement Assessment Center to evaluate work competencies and human talent.

cdg tip

Remember Assessment Center is a technology that measures a person’s proficiency in business competencies or abilities. Unlike psychometric tests in which the participant answers self descriptive questions, during an Assessment Center, the participants will face real life work situations to participate in group discussions or interact with a cdg assessor roleplaying a specific character, while he or she observes and documents the participant’s ability to show proficiency in specific work competencies selected by the customer.

Planning Stage

The planning stage is usually only a few minutes long.

tep 1: Out of the following four options, select which one describes best the purpose behind you wanting to assess work competencies through the Assessment Center technology:
- External candidate selection for a position
- Internal candidate promotion for a position
- Training Needs Detection (TND) for a group of people
- Talent mapping and result delivery in a 9-box format for a group of people going through a key position succession plan
Step 2: define if you would like to carry the plan out in a virtual or face to face mode
- Face to face mode is ideal for those individuals used to work with others in the same office
- Virtual mode is ideal for those participant’s whose position is based on remote working
Step 3: Consider what competencies to measure, using these two options
- Facilitate either formal or informal job descriptions and/or competency model to cdg
- Ask cdg for recommendations based on the challenges each position faces

Interactive tool for the first three steps

cdg tip

It is considered as a best practice to select a maximum of 8 competencies to evaluate, the ones that align best to the business strategy. Sometimes it is easy to identify the as the corporate guidelines for business priorities or business goals already set in place.

Parametrization stage

Usually, in the same meeting you would be able to contact an expert cdg assessor, parametrize your Assessment Center and receive a formal estimate

Step 4: Set a work session with a cdg expert, who you will be able to, step by step, deploy a successful Assessment Center implementation.
Step 5: cdg will prepare a detailed proposal according to your needs, including added value services, such as feedback for the participants once the results are in, talent mapping with talent inventory in 9-box, integrated results with other psychometrics, formal result presentation for the leadership team, amongst others.
Step 6: you will receive an estimate, along with a set of resources that will help you get approval for the budget, such as:

- Institutional Assessment Center video
- Technical proposal, explained by a cdg expert through a vide presentation
- Sensitization article on the importance of using Assessment Center to improve future performance predictability of your team.

cdg tip

To gain approval for the Assessment Center implementation, remember that one of your responsibilities as HR is making sure the right decisions are made regarding talent, such as hiring and promoting with the highest possible future performance predictability of the candidates both internal and external, that is why, just as your organization uses the latest technology in their commercial and operations processes, it is important to use the newest technologies available in the market and stop using free limited use technologies that provide little to none correlation between personality (traditional psychometrics) and real performance based on competencies.

Execution stage

The execution stage lasts between 4 and 8 hours depending on the type of Assessment Center being applied and the number of breaks previously established.

Step 7: Once the estimate is approved, share with cdg the following information about the participants and the purpose for the assessment

- Full name
- Email
- Cellphone number (in case we need to contact them the day of the Assessment)
- Purpose of the evaluation
- Evaluation mode (face to face, virtual, blended)
- Current position
- Added value services

Step 8: cdg will send out invitations for the Assessment Center participants, including important information they will need to consider for the day of
Step 9: The Assessment Center is carried out
- Participant welcome
- Exercises begin, it could be a combination of these 5:
  - Group discussion (ideal to observe interaction competencies)
  - Problem analysis (ideal to observe management competencies)
  - Information research (ideal to observe interaction competencies)
  - Interview simulation (ideal to observe management competencies)
  - Position management (ideal to observe management competencies)

- Breaks previously agreed on with the customer are carried out throughout the day
- Closure and reflection and learning moments for the participants

Result delivery stage

The result delivery stage usually takes between 24 and 72 hours, depending on the deliverables that were agreed upon

Step 10: The customer gets the agreed deliverables and the added value services are carried out if they were included in the contract
- Feedbak session to inform the participant about her/his results, it is highly recommended for all internal participants, as well as the external candidates that were hired for a position
- 9-box matrix results
- Group results
- Integrated results with other evaluation tools
- Formal result presentation for the leadership team

Get to know some additional benefits to using Assessment Center in your organization

Assessment Center Competency Assessment and business simulations

Find out how Human Resources departments implement a performance assessment process to measure work competencies in professionals.

Discover Assessment Center

This process generates value both for the company and the participants

COMPANY

PARTICIPANTS

Hire - Make sure your candidates demonstrate ability or domain of the competencies that are critical for the position

Promotion - Make sure you promote the correct person to the right position

Talent Mapping - Gather your Training Needs (TND) and roll out a succession process for key positions, using a professional study and People Analytics.