Assessment : exemples de mises en situation

Exemples de mises en situation lors d’assessments professionnels

Assessment Mise en situation

Les pratiques en Assessment Center

En complément à notre description de l’utilité des mises en situation lors d’un Assessment, voici les grandes familles des “mises en situation”.

Nous organisons toujours ces sessions sur-mesure pour nos Clients car leur métier est souvent particulier, ainsi que les valeurs de l’entreprise, les profils recherchés, l’évolution culturelle désiré, et de plus en plus le contexte de transformation…

Ces mises en situation sont réaliées pour des postes à fort enjeu : dirigeants, certains experts…

Dans certains cas, pour un collaborateur clé qui n’a pas conscience qu’il doit s’améliorer sur un point, nous réalisons une mise en situation faite sur-mesure.

Le principe de la mise en situation est utilisé en assessment center dans 4 cas :

  • Evaluer un savoir-faire pratique (test de compétences) : souder, peindre, recevoir un client, négocier, former, coacher
  • Confirmer une caractéristique identifiée par le test de personnalité et discutée par le candidat, ou dont le recruteur doute de la sincérité des réponses
  • Evaluer d’autres caractéristiques non couvertes par le test : Aptitudes orales ou rédactionnelles, éducation, analyse de problème, synthèse, intégrité…
  • Vérifier la capacité du candidat à réussir dans un contexte professionnel donné : définition d’une stratégie, comportement face à un usager agressif, comment recadrer un collaborateur de manière assertive, faire face à un conflit et les désamorcer, sortir du triangle de Karmpam…

Principaux exemples de tests proposés en Assessment Center

Tests individuels

Objectifs : évaluer la capacité des candidats à estimer l’urgent, l’important, et à se contrôler si la pression monte.

  • In Basket : comment le candidat priorise les tâches, organise, délègue. Ce test est surtout utilisé pour des postes de managers ou décideurs, lors de recrutements.

    Pour un processus de Gestion des Talents, il est perçu comme très négatif car il va mettre en échec les collaborateurs sans leurs laisser la chance de s’améliorer.

    Dans ce cas il vaut mieux s’appuyer sur un test de personnalité restitué en psychologie positive, c’est une démarche beaucoup plus constructive et éthique vis-à-vis du collaborateur.

    Non seulement elle lui permet de savoir quoi améliorer mais surtout l’évaluateur lui dit comment !

  • Stress : faire réagir le candidat et observer sa réaction lorsqu’il est déstabilisé (avant / après).

    Le principe est simple : chassez le naturel, il revient au galop !

    Donc pendant un recrutement, l’évaluateur sait que vous cherchez à vous contrôler.

    S’il vous fait sortir de votre zone de confort en vous mettant sous stress, il pourra constater ce qui change dans votre comportement. Il cherche la cohérence et les fondamentaux de votre personnalité

    Cela se déroule lors d’un entretien en face à face, avec un assesseur expérimenté ou un acteur

Tests en binômes

Avec un partenaire ou acteur, pas un autre candidat

Objectifs : évaluer la capacité d’écoute et d’argumentation des candidats.

  • Test de « Situation conflictuelle » : posture managériale
  • Test débat « Pour ou contre » : négociation
  • Prise de conscience avec acteur : faire prendre conscience au candidat de certains traits de sa personnalité

Tests collectifs

Objectifs : évaluer la capacité d’écoute et d’argumentation des candidats, leur prise de parole, charisme, créativité…

  • Mise en situation collective (mises concurrence) : situation de concurrence entre les candidats pour révéler l’état d’esprit de chacun. Ces tests sont très révélateurs du comportement et sont réalisés avec deux assesseurs car un nombre important de critères sont à évaluer.

    Les candidats sont mis devant des situations pressantes et parfois incohérentes, et doivent résoudre des problématiques très larges qui demandent une prise de position personnelle.

    Groupes de 8 à 12 et parfois 20 candidats, pour permettre, par exemple lors d’un salon, l’évaluation de 100 candidats par jour (pour 2 évaluateurs), ce qui permet ensuite à l’entreprise de ne recevoir, à CV égal, que les candidats dont les critères comportementaux correspondent à la recherche (exemple : recrutement de juniors sortant d’une même promotion).

  • Jeux de rôles : capacité à s’affirmer face aux autres, faire des concessions, négocier, vendre, écouter, argumenter et s’adapter à une situation.

Etudes de cas avec restitution pour les décideurs

Objectifs : évaluer la capacité à analyser, à décider, à formaliser, à fédérer et à motiver des candidats, ainsi que leur aptitude visionnaire.

  • Executive : un dirigeant ou manager/décideur doit savoir analyser sans se perdre, avoir de l’intuition, être perspicace, décider, formaliser et motiver ses équipes autour de son projet.

Nous contacter…

Voir aussi

Cabinet de Recrutement de profils Atypiques

Recrutement des Atypiques : viser l’excellence pour votre entreprise.

Recrutement des profils Atypiques par le Cabinet Alorem

Les profils Atypiques

Le terme ” Atypique ” regroupe les profils HPI et THPI (Hauts et Très Hauts Potentiels Intellectuels, dits aussi surdoués), Asperger (autistes avec efficience intellectuelle, souvent forte d’ailleurs), Hypersensibles, Hypercréatifs, TDA-H (Troubles de l’attention avec ou sans hyperactivité), Dys…

Ce sont des personnes comme toutes les autres avec des particularités atypiques. Leurs points forts trop souvent ignorés sont leurs « Talents de compensation ». Par exemple, autant qu’une personne non voyante développera un sens du toucher important, une personne autiste saura mieux que les autres se concentrer sur le respect d’un processus à dérouler (informatique), ou encore, un hypersensible développera une capacité d’écoute bien supérieure à la moyenne (relation client).

Par exemple, la NASA a recruté 50% de son équipe en charge du pilotage de ses modules (fusées, satellites, robots d’exploration…) avec des personnes Dyslexiques, car ils savent bien mieux que les autres visualiser une trajectoire dans l’espace.

Le Recrutement des profils Atypiques et Haut-Potentiels

Certaines combinaisons d’Atypisme sont de vraies ouvertures vers l’efficience intellectuelles et la performance. Les génies les plus réputés de notre histoire, comme Albert Einstein, Marie Curie… sont des Asperger-HPI (à haut potentiel intellectuel, soit QI > 130). Ce sont ces combinaisons qui sont désormais les plus recherchées par les dirigeants qui veulent se démarquer et innover ou se rapprocher encore plus vers l’excellence ou la Qualité Totale.

L’Accompagnement des Atypiques et Haut-Potentiels

Alorem a créé une méthode d’accompagnement et de développement personnelle ciblé pour permettre à tous ces précieux salariés de prendre leur nouveau poste en toute sérénité et développer les bonnes aptitudes, celles précisément attendues par le poste.

Une nouvelle méthode très efficace pour mettre en valeur les Atypiques

13 années de Recherche et Développement se sont ajoutées à notre démarche d’amélioration continue, nous permettant ainsi de mettre au point la première méthode d’évaluation de la personnalité et de mise en valeur des Talents de chaque candidat.

De même chaque potentiel du candidat est détecté et la méthode permet de savoir quel trait de personnalité le coach (ou psychologue) devra faire travailler chez son client pour qu’il développe encore plus de performance naturelle, tout en protégeant sa sérénité, son plaisir de travailler et donc sa santé.

La mise en lumière des vraies Valeurs de votre entreprise

C’est ainsi que votre entreprise sait à la fois développer sa performance et offrir à ses équipes un vrai projet humain d’intégration de personnes Atypiques. Mettre en valeur les personnes différentes est un acte humain très fort qui donne du sens à la mission de chacun. L’entreprise développe ainsi sa valeur intrinsèque.

DEPOSER MON CV & EVALUER MES TALENTS & MES POTENTIELS

M’ORIENTER : BILAN D’ORIENTATION PROFESSIONNELLE POUR ATYPIQUES

Nous contacter…

Voir aussi…

  • Marché du recrutement des HPI et Atypiques…
  • Du handicap au Talent : vers un monde intelligent…
  • Atypiques, nous le devenons tous : neurosciences, mutation génétique de l’Homme et nouveaux
  • Boostez votre capacité à Innover
  • L’implant d’innovation
  • Formation “Innover”
  • Gestion des Talents
  • Ethic Assessment Center
  • Club des Hauts-Potentiels – CHAT

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Questions For About Branding

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One zero one Concepts For Car Rental

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15 Powerful Gambling Strategies That basically Do Work In A Casino

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Gambling is a class B misdemeanor, besides when the person has been convicted two or extra instances underneath the aforementioned section, in which case it’s a category A misdemeanor. To conclude, if you reside in Utah and wish to gamble, probably the most smart choice could be to take a trip to Nevada. Utah’s legal guidelines specifically forbid residents from collaborating in on-line gambling, per a 2012 modification to the state code. Online gamers face a misdemeanor charge — theoretically, no less than, since no one within the US has ever faced a single quotation for gambling online, not even in Utah.

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