Assessment center:
Assessing the Skills and
Potential of your Talent

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Seamless Integration Through Tailored Assessment
Are you seeking to ensure that your new hires not only possess the necessary skills but also align with your team and embody your company's values?

At Morgan Philips, we offer bespoke assessment centers and tailored evaluation systems to facilitate this process.

Our Assessment Centre is designed to gauge the capabilities of your employees and candidates, allowing us to pinpoint talent and streamline mobility within your company, all while ensuring candidates have a positive experience.

Precision Tools for Insightful Development

Our tools and simulations, curated by our teams, align with your objectives, your competency framework, and the seniority of the candidates we assess. This approach affords you a comprehensive view of your current or future employees' strengths and opportunities for growth, encompassing:.

Skill Selection and Custom Assessment Grid Creation
Assessment of skills and behaviour
Competency and Behavior Evaluation
Uncovering Development and Leadership Potential
Personalized Development and Training Programs
Training and Workshops Facilitated by Expert HR Consultants

BEYOND EVALUATION
The Assessment Center transcends basic evaluation; it's a robust instrument that unveils not just the skills and potential of your talent, but also their motivations. By exploring their personalities, we gain nuanced insights into their strengths and areas needing attention, guiding them towards well-informed career decisions. Morgan Philips' qualitative Assessment Centers are instrumental in identifying the most apt candidates and fostering personalized development strategies, enabling your employees to achieve their full potential.

T.frame

Our Competency framework

To evaluate the potential of your future workforce, we employ our proprietary t.frame, a model encompassing five key skills that facilitate an understanding of behavioral potential and capabilities. This framework assesses the alignment between expected behaviors and actual performance, calibrated to match the level required for each role within your organization. The t.frame covers:

Think:

Seek to understand, analyse and evaluate information and situations, ask questions to find solutions; and make decisions accordingly.

Deliver:

Take the initiative to plan and prioritise to achieve objectives; be results-oriented.

Change:

Demonstrate resilience and adaptability; challenge and question to progress; exchange ideas and innovate to improve working methods.

Inspire:

Lead by example; encourage and motivate; help and support; guide and develop others.

Engage:

Collaborate and cooperate by developing productive working relationships; communicate and influence, listen and empathise.

The Different Phases of Assessment

01.

Psychometric Tools and Tests

Conduct psychometric evaluations and skill assessments
Gauge cognitive abilities and personality profiles

02.

Situational
exercises

Engage in simulations reflecting real-world professional situations
Participate in role-play, case analyses, presentations, and problem-solving activities
Evaluate organisational, communicative, and decision-making competencies

03.

Competency-based interview

Perform in-depth interviews focusing on specific skills and developmental trajectories
Review historical achievements and work experience
Profile Summary and Analysis

04.

Analyze collected assessment data

Compile comprehensive individual profiles
Determine strengths, areas for improvement, and key competencies

05.

Discussion, Debriefing, Advice

Organize sessions to discuss assessment outcomes with participants
Provide feedback on performance and skill sets
Recommend strategies for professional growth and ongoing support

Need to call on our consultants specialising in professional assessment and evaluation?

Talk to one of our experts today!

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