Methodology

At Wichard Assessment & Development, we work with a careful and transparent methodology, tailored to the specific question, the role, and the context. Each assessment is customised: not a fixed template, but a thoughtful structure aligned with the purpose of the assessment.

Step 1 – Clarifying the Question

The process starts with a brief alignment with the client and/or the individual concerned.
During this stage, we clearly identify:

• the reason for the assessment (for example recruitment and selection, promotion, retraining, vocational choice, or difficulties in functioning)

• the relevant role, context, and culture

• the type of assessment required: HR-based, psychological, or a combination

Based on this, the assessment is purposefully designed.

Step 2 – Digital Test Package (Tailored)

The candidate then receives a digitally administered, tailor-made test package.
This can be completed efficiently and flexibly at a time that suits the candidate. The test package aligns with the specific question and may include, among others, personality, competency, aptitude, or vocational choice tests.

Step 3 – In-depth Interview

After completion of the test package, a personal and in-depth interview takes place.
In this conversation, the results are explored in relation to:

• behaviour in practice

• organisational and work culture

• functioning under pressure and responsibility

• experiences, choices, and development questions

The interview adds nuance, coherence, and interpretation beyond test scores alone.

Step 4 – Analysis and Integration

The test results and interview are analysed integrally.
The focus is not only on scores, but primarily on patterns, coherence, and the match between person, role, and context.

Step 5 – Personal Feedback Session

The outcomes are always discussed in a personal feedback session.
Findings are explained clearly, with room for reflection and questions. Where relevant, development points and areas of attention are also addressed.

Step 6 – Reporting and Advice

Depending on the assignment, this is followed by a written report and/or advice, aimed at:

• selection or appointment

• development or guidance

• reorientation or retraining

• sustainable employability

The report is carefully prepared, clearly written, and aligned with the purpose for which it will be used.