Assessment interviews are conducted to evaluate individuals for selection and development purposes.
Ruda Cohen and Associates uses an interview-based assessment procedure designed to obtain a thorough, objective evaluation of an individual's skills and characteristics. Assessments are most commonly used to provide input into hiring decisions or to evaluate a current employee's future potential. Assessments can also serve as a rich source of information and a foundation for other services, such as executive coaching, succession planning and career counseling.Ruda Cohen and Associates uses an interview-based assessment procedure designed to obtain a thorough, objective evaluation of an individual's skills and characteristics. Assessments are most commonly used to provide input into selection decisions, internal promotions, or to evaluate a current employee's future potential. Specifically, we provide insight into the fit between the demands of the job, the culture of the organization, and the characteristics of the individual. Assessments can also serve as a rich source of information and a foundation for other services, such as executive coaching and succession planning.
The assessment interview follows the format of a biographical interview and typically lasts two to two and a half hours. In addition to the interview segment, a short test of problem-solving skills is provided to add further insight into the individual's capabilities. General personality tests, such as the Myers-Briggs Indicator or the DISC, can also be included at a client's request.
The consultant's observations from the interview session center around areas such as problem solving, decision making, general personality traits, interpersonal skills, communication style, and leadership qualities. Feedback is provided in the form of a written report as well as conversations with key managers responsible for hiring and/or working with the individual. The feedback helps managers make important decisions regarding the individual's career and also provides guidance for managing that person's development.
Additional follow-up is conducted with the individual being assessed. The consultant will schedule a session where the contents of the report are reviewed and the individual is given on-the-spot coaching as well as learning materials to address specific developmental needs.
Like all of our services, the assessment is customized to fit the needs of a particular client. In particular, we work with clients to identify the traits that distinguish the organization's successful employees and establish criteria for evaluating each of these traits during the interview. We also pay close attention to positional requirements and determine the critical skills needed for success in a particular job role. Thorough preparation and an in-depth understanding of our clients' needs help us provide the most complete input.
Many of the individuals we interview have not previously gone through an assessment. Here are some responses to their frequently asked questions:
The assessment is a conversational interview 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.
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.
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.
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.
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.
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.
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.