Assessment Process
A careful process, tailored to the question
A psychological assessment carefully maps out strengths, development areas, and potential points of attention. At Wichard Assessment & Development, an assessment never consists of just a test result. The question, the position or objective, the work environment, and the cultural context together determine how the assessment is structured.
In advance, clear agreements are made about the purpose, the components of the assessment, and how the results will be communicated. This way, both the client and the candidate know exactly what to expect.
The assessment in six steps
01 — Clarifying the request and making agreements
The assignment starts with aligning on the reason for the request, the role or development question, the relevant context, and the desired outcome. It also includes discussing which information will be collected, who will receive which feedback, and how the results will be used.
02 — Customized (Digital) Assessment
The candidate receives a carefully composed (digital) assessment package. Depending on the objective, this may include personality, competency, aptitude, or career choice tests. The tools are selected based on their relevance to the assignment; there is no standard package for everyone.
03 — In-depth interview
In a one-on-one conversation, the test results are linked to concrete experiences, real-life behavior, motivation, work and organizational context, and performance under pressure. The interview adds nuance and prevents conclusions from being based solely on isolated test scores.
04 — Practice-Oriented Deepening
Whenever relevant to the question, a practical case study or other targeted assignment is added. This can involve examining analysis, judgment, communication, prioritization, and decision-making in a realistic situation.
05 — Integral analysis
All collected information is assessed in conjunction. Patterns, strengths, development areas, and possible points of attention are examined, always in relation to the role, the objective, and the context of the assignment.
06 — Debriefing, Reporting and Advice
The results are discussed with the candidate in person, with room for questions and reflection. When reporting is part of the assignment, the client receives — within the previously agreed timeframe — a clear and carefully substantiated report and recommendation.
What does the assessment deliver?
For clients
- A clear answer to the agreed-upon question.
- Insight into strengths, development areas, and potential risks.
- An assessment of the fit between the person, the role, and the context.
- Concrete points of attention for selection, onboarding, or further development.
- Where applicable, a carefully substantiated suitability recommendation.
For candidates
- A personal and easy-to-understand explanation of the results.
- Insight into strengths and characteristic behavior patterns.
- A nuanced view of development areas and points of attention.
- Room for questions, reflection, and personal perspective.
- Practical starting points for further development.
Customized solutions for different goals
The assessment procedure is tailored to its purpose. This makes it possible to use the same careful foundation for a variety of professional and personal questions.
Selection
Insight into the extent to which a candidate fits the position, responsibilities, and context, including key points for making a careful selection decision.
Reorientation and Career Choice
Support in exploring suitable directions based on abilities, personality, interests, and practical possibilities.
Development and Growth
An in-depth view of strengths, development potential, and the conditions for effective performance in a current or future role.
Performance and Sustainable Employability
Insight into patterns that support or hinder performance, with concrete starting points for guidance, adjustment, or further development.
Carefulness and independence
The assessment is carried out by qualified psychologists. Findings are not based on a single test score, but on the coherence between assessment tools, the interview, any practical assignment, and the relevant context.
Personal data is handled purposefully and with care. Only information that is relevant to the agreed question is included in the assessment. The way in which findings are discussed and reported is agreed upon in advance.
Our guiding principles are:
- a clear assignment and scope agreed in advance;
- selection of relevant assessment tools;
- interpretation by a psychologist;
- attention to language, culture, and organizational context;
- a personal explanation of the results;
- clear, understandable, and practical reporting.
An assessment is a carefully substantiated snapshot and forms one source of information within a broader decision-making process.
FAQ
1. Is every assessment the same?
No. The question, the objective, the function, and the context determine which research tools and additional components are used.
2. Where does the assessment takes place?
The test package is offered digitally or at a prearranged location and can be completed according to the previously agreed instructions. The schedule and format of the interview are determined during the coordination phase.
3. Who receives the results?
The results are discussed with the candidate in person. What information is then shared with the client is clearly agreed upon in advance.
4. Can I request an assessment as an individual?
Depending on the question, an assessment can also be used for personal development, reorientation, or career choice. During an initial meeting, the most suitable approach is discussed.