Assessment
A clear view of the person behind the scores.
When you’re filling an important role, you want more than test results. You want to know how someone will actually work in your organization and in your team.
What you get with me
I have been assessing people since 1996, and working with leadership teams for a considerable part of that time. I look beyond the scores: what this person could mean for the team they’ll join, and for your leadership team six months from now. I conduct every interview, write every report, and discuss the outcome with you myself.
I work closely with Talent Scanner ↗, publisher of Sphere of Influence (SOI360). I’ve been involved with the instrument for many years and use it in assessments and in team workshops.
Close, not distant
Many assessments are done at arm’s length: neutral, objective, and missing half the person. I work from Professional Closeness: close enough to see how someone really thinks and works with others, sharp enough to give an honest judgment. So you get advice with an opinion. If I have doubts, they’re in the report, with the reason. If you want a neutral list of test results, I’m not the right person.
Two variants
01
Assessment Light (online)
For professionals and managers. Validated online tests on personality, influence and critical thinking (OPQ, Sphere of Influence, Watson-Glaser), then an in-depth interview with me. The report answers one question: does this candidate fit this role? I discuss it with the candidate first, then via video with you.
02
Assessment Full (face-to-face)
For executive and other senior roles, or when potential matters as much as fit. Everything in Light, plus an assessment day with simulations that show how someone acts under pressure. The report goes in depth and ends with clear advice, including where that advice stops. I discuss the results with the candidate first, then via video with you.
The candidate sees it first
Every candidate gets my feedback before you do, and can stop the report from being passed on. That’s standard in the Netherlands; I apply it everywhere.
Also for development
Both variants also work for development. The report then gives concrete directions for growth instead of selection advice.
In their words
“I had the opportunity to meet Govert during the New Leadership Check-up in Jordan for IKEA Amman Leaders. […] Govert has a special empathetic and compassionate way to encourage and make one challenge himself by creating openness, self reflection and asking the right questions. An eye opener to see the WHY in order to create a realistic path.”
Reem Jaber, Customer Experience Manager, IKEA Jordan
Assessment Light or Full?
That depends on your question. In a short call it’s usually clear within ten minutes. Or message me; I always reply within a day.