As an employer, you're naturally interested in the role your employees play within your organisation. Are they still in the right position? Where do they want to grow? And how well do they work with others?
It’s important to have regular conversations with your employees about their role and place in the organisation. Ultimately, you want motivated people who are passionate about contributing to your business.
A talent assessment can help provide insight into your employees' potential. The focus is on talent development:what are this person’s strengths, and what steps can be taken to help them thrive in their role?
Assessments can be valuable if you:
Development assessment
Highly suitable for current employees who want to advance their careers. The emphasis is on talent development: what suits your employee and how can he or she develop further or advance to a specific position? This can also be used in career issues to discover what would be a suitable (next) step.
Selection assessment
For (internal and external) applicants. To what extent does the intended position and/or organization suit a potential employee and vice versa? What areas for development does someone have with regard to this position? The assessment provides you with an answer to the question of whether there is a sufficient match (job-person or organization-person fit) and concrete development advice.
Leadership assessment
Used for leadership issues, for example with (internal and external) applicants or current managers. What kind of manager is someone and does this fit with what the team and the organization need? The assessment answers the question of whether there is a sufficient match (job-person or organization-person fit) and provides concrete development advice.
At de Jong & Laan, assessments never stand on their own. It’s always combined with an in-depth conversation with the employee and a personalised development recommendation. This approach looks beyond the test results alone, taking into account the individual behind the answers, including any socially desirable responses. Only then can we get an accurate view of your people and their place in the organisation.
Our first step is an intake interview to explore whether assessments would help your organisation. If we find they could add value, we design a bespoke programme and conduct the assessments. This results in a report with accompanying advice, after which we discuss the outcomes together.
More about our methods
Actively promoting development opportunities will likely make your employees feel more engaged in their roles.
Employees who feel challenged at work tend to be more satisfied with their job.
Companies that pay attention to staff training and development are considered more attractive employers.
