With deep expertise in Assessment coupled with advanced technology solutions (6th generation psychometric tests), Delime Executive Search helps companies evaluate either candidates (external recruitment) or existing employees (internal promotion).
Our tools are available in standard or customised versions and in several languages, to suit client requirements.

In our experience, assessment often applies to middle management.
Yet companies rarely have the appropriate tools and methods with which to evaluate them.

Middle managers have specific characteristics that should be taken into account:

  • They are constantly exposed to demands from clients or their hierarchy and are not always trained to deal with them.
  • They have rarely acquired managerial skills during their initial qualifications;
  • There is a significant gap between technical skills (regardless of training or experience) and managerial know-how, resulting in a risk of poor assessment of managerial potential;
  • Lack of time, too busy with essential operational tasks to stop and take stock of a situation;
  • They have a real need for recognition.

Assessment should objectively evaluate an individual, point out strengths, weaknesses, current skills and opportunities for improvement in a professional environment.
Our assessment methods rank behaviours as exemplary, operating, penalizing or disqualifying.
This methodology avoids personal judgments that are necessarily based on subjective value scales – each of us has a personal view of the concepts of strengths, weaknesses and opportunities for improvement – to refer only to observable behaviours judged on the same criteria. The result is a more objective assessment and more accurate results, which facilitates the implementation and monitoring of a personalized action plan.

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    Typical Assessment Process :

    • Step 1 :

      If the candidate has knowledge of the position for which we were asked for an assessment, we gauge his/her on perception of the scope of responsibilities and skills needed.

    • Step 2:

      Business scenarios: the participant has a limited time to integrate and process parameters (human, financial, commercial) in various situations: conflict, internal and external negotiations, difficult decision-making, and so on.
      The scenario is based on face-to face role-play.

    • Step 3:

      Our evaluations are supplemented by a series of testing tools (such PAPITM, SOSIE, CALIPER, etc.).
      These psychometric tests validate the key elements of the candidate’s personality

    • Step 4:

      Interview during which the participant performs a self-assessment and is presented with a summary of resources (strengths, weaknesses, opportunities for improvement).

      The participant compares his/her results with those of the consultants, and validates the steps of the best personal development plan to meet his /her objectives.