Race of heroes, or how to successfully pass an assessment in a dream company

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    Serious companies take everything in their work seriously, including hiring new employees . As a rule, when recruiting in such companies, the competition is at least 100 resumes per position. If you managed to go through a multi-stage selection system and get an assessment , which is usually held at the very end, then the competition will be already smaller - about 3-5 candidates for a place. And it will be especially disappointing not to pass it when the chances are so high. At the same time, assessment is not only an assessment of what you already know, but also a certain skill that needs to be developed.

    In this article we have collected information that will help you:

    a) figure out what assessments are and what types of tasks they encounter;
    b) properly prepare for assessment;
    c) determine how to behave during the assessment and what should not be done in any case;
    d) draw the correct conclusions for themselves based on the results of the assessment.




    What is assessment and what are they


    The assessment most resembles an obstacle course. Assessment is a set of tasks, role-playing and business games, interviews and other assessment methods that allow the employer to evaluate the candidate in the most structured, comprehensive and objective way. First of all, company representatives will be interested in your competencies.

    Each competency has its own behavioral indicators - an externally manifested type of action by which you can understand how much you have this competency. For example, the competence of “analytical thinking” can manifest itself as a set of the following indicators: “it is able to process a significant amount of information in a short time”, “it can summarize and draw conclusions from data,” “it can set priorities”, etc. For each of these indicators observers record your behavior and give points. In addition, the company will definitely pay attention to your personality profile and motivational component. You may be asked to fill out a questionnaire or interview to identify these factors.

    Thus, assessment is aimed at three main things:

    • verification of your professional and personal competencies;
    • identification of the main patterns of behavior and ways of interacting with other people;
    • determination of your motivational factors, values ​​and attitudes.


    Assessment assignments can be either group or individual, and the number of evaluators can vary from one person for 2-3 candidates (for example, during a business game) to 3-5 evaluators for 1 candidate (for example, during a final interview with top management ) According to the number of participants, assessments are:

    • small (3-5 people);
    • average (8-12 people);
    • large (20-30 people);
    • mass (more than 30 people).

    By the nature of the tasks and methods of assessment, there are a great many, but all of them can be conditionally divided into several types.

    A. A series of different interviews

    You have to go through several interviews in sequence: with an HR specialist, your immediate supervisor, and representatives of top management. As a rule, such interviews include a brief self-presentation, a story about your personal and professional achievements, specific examples of the manifestation of certain competencies (for example, the ability to lead people, resolve conflicts, overcome obstacles). Sometimes the interviewers may be interested in the informal side of your life - be prepared to talk about your hobbies and hobbies.

    B. A set of small assignments and exercises for your future work

    Tasks of this type can be very different. The most common options are:

    • Individual exercise

    You may be asked to make a presentation or perform an individual exercise on a given topic. Typically, such tasks are associated with the processing of a large amount of textual and quantitative information (for example, disassemble a mailbox, correctly prioritizing, drawing up an action plan, writing a letter or solving a problem in Excel).

    • Tests and Questionnaires

    The company evaluates potential employees using standard psychometric tests for intelligence, motivation, self-esteem or situational behavior. In such tests, it is important to answer as honestly and objectively as possible, since there are no right answers in them, and to rig the results in the direction you need if the questionnaire is well-structured is almost impossible.

    • Group discussion

    A group discussion is a discussion of a problem with other candidates, the result of which should be a joint solution to the issue. Sometimes a task may have a solution acceptable to all members of the group, usually hidden in different information given to each participant. Sometimes you need to find a compromise. You can decide what to spend the company’s budget on, which of the projects should be implemented, allocate office space, or even survive on a desert island.

    • Role-playing game

    Most likely, at the assessment you will also have to participate in a role-playing game, representing an imitation of your interaction with a client, colleague, boss or partner. This type of assignment originally contained a conflict of interest. For example, you have to work with the client’s objections, deal with a negligent employee, and convince the boss that he is wrong. It is important here not to show knowledge of the correct theoretical schemes of action in such a situation, but to really get used to the role and demonstrate that you can do this in practice.

    • Creative assignments

    Most of the assignment assignments are fairly transparent - you understand what qualities and skills you must have in order to successfully complete them. But sometimes companies include in the assessment non-standard tasks that are not at first glance unrelated to your professional activities. For example, you may be asked to build something out of paper or draw a blindfold drawing following the prompts of teammates. Such tasks can be aimed both at checking the creativity of your thinking and ability to find a way out of non-standard situations, as well as teamwork.

    From the scene (comment from the participant):
    “The most unusual task in my practice was to build a city of the future and choose the most necessary professions for him. It was necessary to think over everything (the location of the buildings, what they will have inside, providing energy and budget), without relying on any supporting materials. ”


    B. Case Decision

    During the assessment, you may be asked to solve a small case. It can be dedicated both to the industry of the company in which you are interviewing, and to a completely different industry. In the second case, this is done intentionally to test your skill in solving problems without reference to previous experience in a well-known industry. Sometimes case materials are sent in advance, and a ready-made solution must be prepared for the assessment itself.

    A case can be either individual or team. The case study is mainly printed on paper and includes additional information, charts, and tables, and in another case, you will only verbally outline the problem. For example, you may be asked to come up with a scheme for launching a new product on the market, develop a marketing plan, calculate the stock of goods in a warehouse, or find out the reasons for the decline in profit. With the help of cases, such professional competencies as strategic and analytical thinking, understanding of business, etc. are usually checked. With a team decision, group work and presentation skills are also evaluated.

    G. Mix of these types

    Many companies are not limited to only one type of tasks and offer candidates one- and two-day assessments from several tasks at once. During this assessment, you will most likely have time to make a self-presentation, participate in a case study and role play, and go through a series of interviews with future leaders.

    Preparation for assessment


    What does it mean to prepare for assessment? You will not be able to know in advance the tasks that you will have to complete, and besides, they differ radically in different companies, but you can and do even need to do something. Your preparation must necessarily include three stages.

    1. Collection and study of information

    Begin your preparation by collecting information. Once again, study the company’s website, specialized forums and social media communities. Carefully analyze the company's projects, try to imagine yourself in these projects. What would be your responsibilities? It is important for you to accurately determine for yourself those skills and personal qualities that you possess and due to which you are suitable for this position. In addition, many companies describe in detail on their website all the stages of assessment and give advice on preparing for them.

    In addition to official information, try to collect the maximum data from insiders. The best way is to find the contacts of a person who has already participated in the assessment, and ask him to share his opinion and impression. Try to find out as much information as possible about the procedure itself, the atmosphere of the assessment, the behavior of observers and other participants. Do not be afraid to ask hr-employees who invite you to the assessment - in some cases they are also ready to answer your questions.

    A checklist of what you need to know beforehand:
    • How long does the assessment last?
    • What tasks are planned on it?
    • What are the pitfalls in these tasks (lack of time, lack of information, conflict of interest)?
    • What restrictions exist (for example, you cannot use calculators, the Internet, or the assessment is exclusively in English)?
    • What competencies will they evaluate you for?
    • What values ​​and principles of work do the company have, what is its mission?
    • How many people will rate you? Are they HR employees, business unit employees, line managers or top managers?
    • How are the appraisers configured, in what manner does communication with them take place (interviews, role-playing games, etc.)?
    • How many people participate in the assessment and how many of them go to the next round?

    It will also be very useful to start reading the industry press daily, 2-3 weeks before the assessment, to keep abreast of the main news, as well as know the main problems, language and terms of the industry.

    From the scene (comment from the participant):
    “Be sure to study the documents relating to the corporate culture of the company. It is better to even learn the most important values ​​by heart and prepare examples for them from your personal and professional experience in advance. This question will one way or another be raised on the assessment - if not in the direct wording (“what do you know about the company's values, do you share them”), then in the indirect one (“how would you act in such a situation; tell an example when showed such and such quality ”). If you prepare the examples in advance, you can easily find out which principle you are asked to find out, and select the most suitable answer. ”


    2. Preparation of materials

    You must clearly understand what you want to demonstrate to the company and how you will do it. One of the biggest disappointments in life is to fail the assessment due to the fact that the observers could not correctly assess your potential. You will not always be asked the right questions and put you in convenient situations, so you need to take care in advance to accurately convey all the necessary information to those people who make the decision.

    During the assessment, you will probably have to give a self-presentation and pass an interview on competencies. Prepare the structure of the story about yourself and examples from your life experience, showing how and where you revealed the required skills and qualities. Try to keep 2-3 examples in stock - you may be unexpectedly interrupted and asked to give an additional example.

    When preparing for an interview, look at yourself through the eyes of an interviewer. What would you like to know about a potential employee? What conclusions about your motivation and priorities can be drawn from your story? What values ​​are reflected in it? What words do you use? For the interviewer, there is a difference between the words "I had / I was forced to (a)" and "I had the opportunity", "on the first working day I will be introduced to my colleagues and will be given instructions" and "on the first working day I will meet my colleagues and my responsibilities. ” In your examples, are you talking about yourself personally or about the team?

    3. Rehearsal and development of skills

    Now that you know what awaits you, and have a good idea of ​​what you should say and how to act, it's time to turn knowledge into skills, that is, move on to practical exercises.

    When preparing for an interview, be sure to rehearse it well. Your speech should not sound memorized, but you should not go astray and mumble either. It is best to memorize the structure, and speak the examples aloud several times in your own words in order to achieve a confident and smooth presentation. Discuss the text with friends, ask them to act as an interviewer and give you feedback.

    If you know that tests for testing intellectual skills (verbal, logical and others) await you, find the relevant materials on the Web and solve several tests. Be prepared in advance for the fact that sometimes intelligence tests are specially designed so that you do not have time to complete all tasks 100%. It is useless to prepare for psychometric tests in advance, since they measure the basic properties of a person, but you can also look at the descriptions of the corresponding tests to understand what their essence is.

    If the case decision is included in the assessment, read the tips on how to go through the case interview, and refresh your knowledge of cases. However, if in practice you are faced with this type of task for the first time, be prepared for the fact that, most likely, you will not be able to prove yourself fully. So make sure to gain practical experience in solving cases in advance. Try to find out if you can use the Internet. Perhaps, in the course of solving the case, you will need to clarify some details or find the necessary information on the products. The role-playing game in terms of preparation is very similar to the individual solution of the case: in theory you can perfectly know what the catch is, but without practical exercises this knowledge will not help you. Practice solving cases and solving the main types of conflicts encountered in role-playing games,

    In addition, at the assessment you are most likely waiting for teamwork. You will decide the case or participate in a group discussion together with other participants - completely strangers, who are also your competitors. How to prepare? The chances that you come across the perfect team are few. You need to learn to work with different people, and in especially difficult cases, to fight with your own shyness. You probably have to publicly speak out with your ideas. The best way to train is practice. Firstly, it is worth submitting a resume to the maximum number of companies using assessments at the selection stages.

    In addition, you can take part in case championships. An additional plus of such competitions is the opportunity to receive feedback about your case solving skills, public speaking and teamwork from judges, which are usually top managers of the largest companies.

    And finally, try to properly tune in for assessment. Do not take assessment as an execution, and evaluators as strict examiners who are only looking for a chance to overwhelm you. Firstly, it will inevitably affect your behavior. Secondly, the purpose of assessment is to get to know you better and give you the opportunity to open up, so most companies do their best to provide participants with the most friendly and comfortable atmosphere. Another important difference from the exam: a sleepless night spent on preparation is likely to negatively affect the result. This is due to the fact that competencies are quite complex structural formations of the person, and in order to significantly increase your level, you will need from six months to two years of work. Assessment is a serious test, however, excessive excitement has not yet benefited anyone. Relax and try to get a good night's sleep.

    To summarize. Three factors will maximize your success at the assessment:
    • Knowledge of the assessment procedure.
    • The ability to demonstrate the required skills at the proper level.
    • Well-being and positive attitude.


    How to behave on the assessment



    The main rule: be yourself and maximize your openness.

    One of the most frequently asked questions to hr-specialists: how to behave properly at the assessment? And there is only one true answer to it: just be yourself.

    Why is this the best strategy in this situation? Firstly, as mentioned above, a comprehensive assessment of a number of parameters awaits you, and it is very difficult to convincingly imitate them all and play the role of a person who you really are not. Secondly, even if you manage to conduct appraisers, you will not have to play the same role for two days, but for the next several years of work, and you will definitely not be able to cope with this. Assessment is a two-way process: not only the company chooses you, but you choose the company.

    There is no need to replay, but at the same time, it is important not to be shy and not to pincer, hoping that observers using telepathy will be able to discern your high potential. You need to open up as much as possible at the assessment, and perhaps for this you will have to be a little more active, offer more initiatives, take on additional responsibility and act a little more confidently than you do in ordinary life.

    Teamwork

    Remember that in all group tasks, it’s not so much the final result that matters, but your behavior during decision making. Observers will evaluate how roles are distributed in groups. Who takes responsibility and volunteers to become a leader, how efficiently the leader manages to organize the work of the group, does he try to do all the work on his own or crush other participants, which of the participants takes the initiative, who is passively seated, and who is only hindering everyone from working productively, excessively trying to stand out.

    During the discussion, try to hear the point of view of each team member. At the same time, do not forget that you also need to demonstrate active participation. Make comments on the speeches of other participants, be sure to state your position, but try to do it as briefly and reasonably as possible. Be friendly, do not try to argue and defend your point of view with all your might, even if you are absolutely sure that you are right. In no case do not interrupt your teammates (observers carefully follow this!), Even if you fundamentally disagree with them - wait for the statement to finish, thank you politely, express your disagreement and state carefully thought-out “against” arguments.

    Identify participants who claim to be a leader, and do not enter into direct confrontation with them - observers always have a negative attitude towards participants initiating conflicts in the team. Try to gain credibility in the team in another way - for example, your professional qualities, helping to solve a common problem. A good move is to take on the role of a moderator of the discussion, write down the opinions of all team members, and then summarize: clarify whether you understand each of the teammates correctly, propose general conclusions and ask if anyone has any fundamental objections. This model of behavior will allow you to very naturally take a leadership position in a team without directly affecting other participants. Often observers give extra points to the participant who monitors the time and manages the discussion to meet the deadline.

    From the scene (comment from the participant):
    “Sometimes at the assessment there are perfect“ inadequate ”people who shout, get up, throw their hands or even try to insult other participants. In this case, you need to control yourself and be able to resist irritants. It’s even better to try to turn the situation in your favor: wrap everything up as a joke, sober up a person with a reminder of the limited time or complexity of the problem. Observers will positively evaluate your behavior from all sides: self-control, stress resistance, time management, ability to resolve conflicts. Indeed, in real work, people are also subject to stress, nervous breakdowns, and it is important to control yourself and be able to cope with such situations. ”


    When defending the decision of the case, try not to get out of the role - this is not the interviewers, but the client’s board. If you are presenting a team decision, it is advisable that all team members have time to speak. It is better to distribute in advance who is responsible for which part of the decision. Do not interrupt each other, do not contradict. If your colleague unexpectedly starts to answer incorrectly, in no case do not say “no, in fact everything is wrong”, wait until the end of his speech and say that you would like to supplement and clarify important points.

    General positive attitude

    Correct attitude is very important. Think of assessment as an exciting game where you need to demonstrate what you can do, and not as an assessment of your self or a place where you want to find your weaknesses.

    Be flexible. Try to consider several versions and options at the same time, do not focus on one solution or example. Be prepared to change your behavior — observers can change assignment conditions and evaluate your learning abilities. When going through interviews or role-playing games, your evaluator can at any time open the dialogue in the other direction, put obstacles for you, insist on your opinion - be prepared for this.

    Be calm and confident. At the assessment it is important not to get lost. You may be asked to substantiate your point of view in a variety of tasks. For example, ask questions on the decision of the case, or ask why in the role-playing game you did just that, or clarify why you think that you have such a quality or skill.

    Behave naturally, be friendly and smile - this has people to you. Try not to think about the impression you make on the observers. The best way to conduct it will be to concentrate on the essence of the tasks and their solution - this will help you not to be nervous and not to think about how you look.

    Eight Common Assessment Mistakes


    Demonstrative behavior. Do not try to stand out and attract the attention of observers. Most likely, this will produce the opposite effect. Observers will find that you tend to work for the public, not for the result.

    Pretense and attempts to deceive observers. Do not try to show the qualities, knowledge and skills that you think the company needs and which you really don't have. The personality traits change quite slowly, and attempts to demonstrate behavioral characteristics that are not characteristic of you, on the one hand, will look artificial, and on the other, they may not allow existing strengths to manifest themselves.

    Attempts to invent or embellish life experience examples.If you unexpectedly recalled an excellent example during an interview that you had little to do with reality (for example, your friend or colleague was involved in this project) and are not completely sure that you can tell about it deeply and in detail, choose another and simpler example. In the first case, if you are asked to tell the details or start asking you questions with a trick, you will float and you will notice it.

    Hostile attitude towards competitors.Do not take other participants in the assessment as enemies, even if they are your direct competitors. People who will cause your sympathy will surely be at the assessment. Exchange contacts with them, try to get to know each other better and find common interests - in the end, useful contacts may be even more important than working in this particular company.

    Stubbornness and controversy within the team. Do not argue with your teammates, do not enter into conflict with them, even if you are sure that you know better how to solve the task. Argument your point of view, state it as structured as possible. “I believe that the right decision will be to do this, because one, two and three” - such an approach will certainly be highly appreciated by both your team members and observers.

    Invisible quiet.Assessment is the case when modesty can work against: observers simply will not notice you and will not be able to correctly evaluate. They have little time for this, so give them the maximum opportunity to understand what you are. You don’t have to go forward and shout down at your teammates all the time, but don’t be quiet and silent. Communicate and express your point of view, take the initiative, make comments and ask questions.

    Lack of information about yourself.Sometimes participants come to assess with the installation “everything that you say can be used against you.” But they lose sight of the fact that being silent and trying to hide information about themselves is no less pointless - the appraisers will fill in the white spaces with their speculation. It is not worth presenting a one-sided positive portrait and idealizing yourself. Do not be afraid to talk about mistakes, but be sure to note what you learned from your mistakes and how it helped you to act more efficiently. Be prepared to name your weaknesses - there are many recommendations on how to do this.

    Inattentive attitude to the task.Many participants in the assessment are not serious enough about the tasks that they face. For example, they do not do the task that they were set before or do not do it to the end, or not in the format in which it was needed. Another common mistake is to incorrectly evaluate and allocate time for the task. At the assessment they want to check you in the working environment, and if you are asked to do something in this way, and not the one that you are used to, do not argue and do as you want. Always carefully read the assignment and instructions for it, ask questions, if something remains incomprehensible, carefully monitor the time - it will always be short of time. By the end of the assessment, you need to do everything and answer all questions - the reviewers will have a separate checklist for completing tasks.

    Side view: expert opinions



    Anton Klygin, Recruitment Specialist, Accenture: Before assessing, be sure to study the values ​​and principles of the company. At the event, observers will evaluate, inter alia, how much your behavior is related to these values, or they will ask them situational questions in an interview. Another thing is that on the company’s website this information may not be presented in full, in this case, make every effort to find it. For example, try to find a friend who works in the company, do not hesitate to contact directly the HR specialist who invited you to assess.

    And the second important point, to which participants in the assessment are often inattentive, is the dress code. If you are interviewing a consulting or audit firm, then a business suit is an important condition for passing an assessment. Therefore, often the dress code is specifically indicated in the invitation to assess. But even if you were not warned in advance, try to comply with business etiquette, because it is likely that you will have an interview with top management.

    Ekaterina Moiseeva, Chief Specialist, Employer Brand, Adaptation and Involvement, Alfa-Bank:

    I will note several important points that participants usually lose sight of.

    Firstly, the company makes an impression of you throughout all stages of the selection process, starting with getting a resume. It is important to show yourself in the best possible way: to answer letters as soon as possible, to warn about possible overlays and delays, to be attentive to requests from the company, to be involved and interested in what is happening.

    Secondly, attentive attitude to the questions asked, completeness of answers (but without water!) And especially punctuality will add additional points at the assessment itself. If 4 minutes are allotted for the presentation, then it should last exactly 4 minutes. Always remember that assessment conditions are as close as possible to corporate reality.

    Thirdly, keep in mind that assessment is not only cases and tasks, but also the time between them. This does not mean that observers will closely monitor you during the coffee break. But if you showed your best side in the process of completing tasks and working in a group, and as soon as you left the audience, you immediately started complaining to friends and telling you that this company is not very interesting to you, or impolite to contact the site’s maintenance staff , such a difference in attitude will not go unnoticed.

    And finally, save your face! Even if you did not go to the next stage, were upset or the assessment did not meet your expectations, remain polite and correct. In no case do not show negativity and do not be rude to company employees, do not make tantrums and do not break into teammates. Remember that the corporate world is very cramped, and it is quite possible that someday you will again have to deal with people whom you have hurt or who have left an extremely unfavorable impression about yourself.


    Pavel Tyutyaev, Senior Recruitment Specialist, L`Oreal Russia:

    I would suggest three main tips .

    First, preparation is half the success! Before the assessment center, you need to collect the maximum available information about the company, its values, and the direction you are interested in. If you know the names of observers, I advise you to meet them in absentia by looking at their LinkedIn profile. It will be easier for you to communicate with a person about whom you already know something. Try to come up with the three most difficult and dangerous questions for you that may be asked, and be sure to prepare an answer to them in advance.

    Secondly, during team work, try to choose a specific role for yourself (leader, analyst, idea generator, etc.) that matches your strengths, and adhere to it. So you can prove yourself from the best side, contribute to the team and create the right image in the eyes of observers. During an interview or defending a decision, do not rush to give answers to your questions - take a break and gather your thoughts. So you will impress the assembled person and significantly reduce the risk of making an unfortunate mistake

    And finally, remember that you are evaluated not only in the process of completing assignments, but also in breaks. Be active, communicate not only with participants, but also, if possible, talk with company employees. You will feel more confident and perhaps get a couple of extra points in their eyes. Do not be afraid to chat and make new friends, because in the worst case, you just hear no.


    Maria Maltseva, Certified Assessor, Chief Recruitment Specialist, Raiffeisenbank:

    Two important things that participants in any assessment need to remember: time and concentration. I advise you to carefully monitor the time, both in a group exercise and in individual ones. Time to complete tasks is always limited, you may simply not have time to present a solution. The second important thing is always to read the assignment very carefully, it is better to even reread it several times. In a state of stress, you can miss the essence of the task or do not quite what you need.

    What can in no case be done at the assessment? Absolutely no need to pretend, sooner or later, observers will notice this. It is also not necessary to show an implausible focus on the result, try to speak more than anyone else, it is better to follow the content of what has been said. Well, do not be silent - no one will appreciate your thoughts, the path is good and constructive. The company expects you to demonstrate real qualities. In addition to formal criteria, your motivation, flexibility, and desire to get into the company can also affect the positive assessment outcome.

    And finally, I recommend that in any case, try to get substantive feedback from assessors. Feedback is an opportunity for development, it will help to better understand where you failed to prove yourself, and what, on the contrary, is your strength.


    If you have not passed the assessment


    If you are not lucky and you did not pass the assessment, take it calmly. First, well-trained and motivated participants with high potential go to this stage of selection, each of whom has a chance to get a job offer, and the totality of random factors can determine the final success in such an environment. You may not have been able to fully show everything that you are capable of, but since you cannot change the external conditions, you will have to think about what needs to be changed in your behavior.

    Secondly, there is no universal role for a good employee. Different companies have different values ​​and are looking for people for themselves. Therefore, if you were not selected according to the results of the assessment, this does not always mean that you are worse prepared for the job, you may not have come up with some personal competencies. Some companies require emotional leaders, others require intelligent leaders, and others require competent team players. Never compare yourself with other participants, it will save your nerves, on the one hand, and on the other, will shift the focus of attention from complaints about the injustice of the world to work on yourself. Think, maybe you will find your real vocation and those close to you in spirit and style of work of people in another company?

    And thirdly, remember that you have not lost anything, but you have gained valuable experience. Try to get the most out of the situation: be sure to ask the company for feedback, analyze your behavior, understand where and what mistakes you made and what you didn't have.
    Qualitative assessment can be very useful for your development: thanks to a balanced, objective and structured assessment, you will better understand your strengths and weaknesses and keep track of how they appear in your actions and words.

    As for the weaknesses, we usually tend to resist their awareness, close their eyes to them, make excuses and even deny their shortcomings. Try to be open and receptive to new information. If observers have noticed some unpleasant moments in your behavior, that means they can be obvious to other people, although they are not obvious to you.

    On the other hand, remember that observers can only evaluate the external manifestations of your personal qualities and professional skills, so your task is to prove yourself as much as possible. If you suddenly get low marks for some skill that you have always considered your strength, first of all think about why you could not demonstrate it to the observers properly and what you should change in your actions. You can also decide that the observers are unprofessional, but this point of view will not bring you any personal benefit other than calming your own self-esteem, while the first way stimulates further development.

    With strengths, it is also not so simple as it seems at first glance. We take the ability to do something well for granted and do not attach importance to praise when we are given feedback. While strengths are the key to professional success, and understanding how to use them in the best way will help you achieve your goals with less effort and more impact. It may even turn out that the profile of your competencies is more consistent with the other content of the activity, and you should think about changing the direction of activity.

    In the end, assessment is just a stepping stone in your professional and personal development. You have risen one notch regardless of the result shown, now have a little more experience and understanding of yourself, imagine what the assessment looks like from the inside, which means you can better prepare for the selection for the next company.

    So that you have time to work on the mistakes and gain experience, before going on an assessment to a dream company, we recommend that you go through as many assessments as possible to different companies and with different types of tasks. It is better to start as early as possible and just go through about 6-8 assessments in order to gain experience and be ready for any selection.

    We wish you success!

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