What to Expect

The majority of individuals we interview have not previously gone through an assessment.  Here are some responses to their frequently asked questions:  

1)       What does the process involve?

The assessment is an interview session that lasts approximately two to two and a half hours.  The interview is designed to be an in-depth, yet comfortable discussion of your educational and career history.  A short problem-solving test is also included as part of the assessment process.

 

2)       How can I prepare?

The best and only advice is to be yourself.  That way, we can get the most complete understanding of who you are and provide the best input to our client.

 

3)       What type of information goes in the report?

The report includes only general observations and interpretations such as “You have a strong goal-orientation” or “You trust your intuition when making decisions.”  Specific factual material discussed in the interview remains confidential.

 

4)       Will I receive any feedback?

We are always happy to share with individuals the results of their assessments.  We feel that it is beneficial to furthering their self-insight and provides a strong foundation for professional development.  You are almost certain to receive feedback if the assessment is being conducted for developmental purposes.   When a hiring decision is being made, the client organization has some discretion as to whether the results should be disclosed.  We leave the ultimate decision up to them but seldom, if ever, do we oppose giving feedback to the individual.

 

5)       What if I disagree?

First of all, our assessments rarely disagree completely with an individual’s self-insights.  However, there may be some points that differ.  If you disagree with any of the feedback, you can choose to ignore it.  We suggest, however, that you use it as a point of discussion with your supervisor, who may give you added perceptions.  This may help you to understand areas where your intentions do not match others’ perceptions of you.  Use our feedback as a starting point for understanding your behaviors and for collecting additional feedback from others.

 

6)       How can I benefit from this?

Our process is designed to help you and your organization – not to hurt.  That doesn’t mean, however, that our feedback will be all positive.  We will be candid with you and your management on strengths as well as areas for development.  Rather than hurting you, the critical feedback should help develop your effectiveness and remove blind spots.  We believe that what hurts a career is failing to acknowledge limitations and a corresponding failure to develop new skills.  Therefore, by listening to feedback, and taking action on it, you can only help your career.

 

7)       Will this determine if I am hired/promoted?

No.  Our observations are simply an objective, third-party source of input that our clients factor into the overall decision-making process.  They are not intended to be the final determinant of management’s decisions.

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