VAC - HR Footprints

Virtual Assessment Centers

Unlock Potential Talent with Tailored Competency Assessments

Professionals are the most critical component that catalyzes the success of the organization. They have untold potential for driving success but it is very often left unnoticed. Managing business and driving growth among these professionals has become increasingly demanding and competitive. It is now empirical to comprehend and spot competent professionals. Many organizations’ experience has been positive when competent internal people are spotted and deployed well as per the increasing business need, instead of sourcing talent externally. Competency Framework and Assessment Centers help organizations identify and develop these competent professionals and there by finding the right fit for the right job in the right organization.

What's inside an Assessment Center?

Competencies to be evaluated for in a candidate

Participants – Ideal number would be 15 participants per centre

Simulations – Could be creative, crisis or exploitative type simulations

Observers to eliminate the subjectivity & increase objectivity involved in the process

Exercises– Such as roleplays, case analysis, presentations, group discussions etc.

Observations – Each observation is observed atleast twice

Essential Elements

An Assessment Centre is a multi-faceted and multi-dimensional approach designed to provide reliable and valid information about a range of competencies of an individual considered to be necessary for successful performance at a target level in a specific job. It has the following essential elements which encompasses the process.

Job Analysis

Competency Dictionary

Behavioral Classification

Assessment Techniques

Simulations

Observations

Observers

Recording Behaviors

Data Integration

Reports & Development Plan

Selection

Identification of Talent Pool

Allocating Challenging Assignments

Career Development

Succession Planning

Identification of Training Needs

Assessment Centre Stages

Conduct job analysis for identified roles
Define competencies based on the roles and objective of the AC
Define behavioral indicators based on the defined competencies
Design the Assessment Centre exercises
Define rating methodology
Making infrastructural arrangements and scheduling AC
Communication to the target group

Explain participants the purpose of the AC, the procedure it would follow and its outcome
Give instructions to the participants before every exercise
Conducting assessment centers exercises
Data integration of all observers / assessors on every participant’s ratings at the end of each session

Prepare detailed reports for participants on their strengths and areas of improvement with recommendations
Provide feedback
Suggest Development Plan

Provides objective, uniform information to organizations about employees' managerial abilities.

Predictive validity is one of the major attributes of the Assessment center technique.

Participants receive high-quality feedback and the chance to discuss and build a development plan.

Effective training and development of people.

Why Choose HR Footprints?

Our assessments focus on key competencies aligned with your strategic goals, offering personalized reports with detailed feedback. Our expertise goes beyond assessments to handhold each participant and help travel the development journey through periodic reviews and coaching sessions.

Competency-Based Evaluation

Comprehensive Feedback

Handholding for development

Ready to experience the full potential of Virtual Assessment Centers to identify and groom your leadership talent?