Together with the Client, we define the competences which are necessary for the job in question. On this basis we develop the methodology of the Development Centre, which includes a wide range of simulation techniques, psychometric tools, as well as tasks similar to those in Assessment Centre. To carry out an accurate and objective evaluation we use sets of tasks and exercises corresponding to the specific nature of the company in question and the skills under examination. These tasks and exercises may include:

• group discussions – with or without specific roles assigned,
• group or individual tasks,
• presentations in a larger group forum or in front of assessors alone,
• simulations of ‘difficult conversations’, e.g. with Clients, employees, superiors etc. Specially prepared ‘actors’ play the roles of conversation partners,
• written tasks – ‘case studies’, ‘in basket’ studies (an analysis of a large number of documents and decision-making on this basis), ‘fact-finding’ (establishing facts on the basis of given information),
• knowledge tests,
• tests of the ability to analyse verbal and numerical information,
• tests of creativity
• professional personality questionnaires (e.g. OPQ by SHL, the Thomas International method).

Carefully selected assessors observe, analyse and assess the realisation of the tasks. They possess both the business experience corresponding to the task in question as well as the knowledge and the ability to perform in-depth assessment and analysis of the behaviour observed and solutions prepared.