Assessment/Development Centers

  • Sometimes knowing how candidates see themselves is not enough. Don’t you want to see for yourself how they behave?
  • Have you tried off‐the‐shelf assessments in the past and felt that they didn't really address the needs of your business?
  • Are there aspects to your business that are truly unique that do not apply to other industries?
  • Do you want something new, fresh, and different?

If you have answered “yes” to those questions, Kaleidoscope Consulting’s Bespoke Assessment/Development Centers may be for you.


Our assessments are custom made to meet your organisational requirements. The formats of exercises are directly associated with job roles and can be customised to meet your organization’s competency model.

We offer expertise in the design and delivery of assessment centre activities and analysis of results. we can up-skill your staff through training of assessors in observation and feedback.

We work in collaboration with you to integrate results into the bigger recruitment/development picture.

We are a highly skilled and passionate team of professionals dedicated to helping improve business performance by developing your most cherished and valuable investment - your people!

Benefits to your people and business

Actual behaviours in job-related scenarios are observed and assessed, giving you a comprehensive picture of candidate performance through multiple measures of job competencies The assessment offers a realistic job preview and a fair and level playing field for candidates.

Minimize the risk and cost of wrong hiring by using the most valid selection methods.

At Kaleidoscope, we ensure participants are exposed to simulations, core issues and administrative hand-on experiences that help evaluate an individual’s competencies and capabilities in addition to his or her interest for and motivation to take on management responsibilities.

Our assessment centres are designed to explore the personality, cognitive ability, values, motivations and work behaviours. A combination of customized and standardized tools can be used not just for identifying talent, but also for purpose of development to stretch employees and guide them in seeking areas that require enhancements, refinements and dedication into the future.

Kaleidoscope Consulting’s Bespoke Assessment / Development : Process

I: Organizational Need Assessment
Understanding Business context to ascertain the type of assessment you need.
1. Our Organizational psychologist/SME will conduct detailed meetings with relevant stakeholders, key personnel from the organization.
2. Through Interviews, FGDs and questionnaires we identify critical competencies.

1. A Context study report with our understanding of your need with our recommendations.
2. Incase a competency Framework has to be developed; it will be presented as a part of the Context study report.

II: Assessment / Development Centre Design
Design the assessment framework and tool matrix
1. Review competency model
2. Design Competencies / leverage on existing Competencies
3. Design tools / customize tools
4. Develop Measurement Criteria
5. Prepare the Individual Development Plan (IDP) report and final report templates
1. A competency – Tool Matrix
2. Assessment/ Development Centre Tool basket
3. Report templates
Some of the customized tools will be drawn from real-life scenarios from the business environment and would be formulated by our SME, under your guidance

III: Assessment / Development Centre Conduct
Assess candidates for critical competencies. Check for evidence of critical behaviours.
1. Planning the steps of the Assessment/ Development Centre in collaboration with you. – Timelines, logistics etc
2. Putting together an experienced assessor pool
3. Assessor briefing (training in-house client assessors) on the purpose, process and output.
4. Conducting the AC / DC with logistical support from the client
1. Assessment/ Development Centre reports – as agreed upon in the design phase.

Tool Basket

Tool Basket: Standardized Tools

15FQ+ : Provides a comprehensive assessment of personality.

Occupational Personality Profile: It is useful for assessing strengths and weaknesses for promotion, career development and training.

Work Attitude Inventory: The WAI is a measure of an individual’s personal integrity and ethics in a work context. It uses an innovative format to minimize response bias. It is designed to help reduce counter productive work behaviors that can result in shrinkage, etc. Useful for screening, selection, benchmarking and audit.

Values Motives Inventory: Understanding a person’s energies and drives. it helps identify where they are likely to gain most satisfaction and make the biggest contribution at work.

Sales Preference Inventory: Used as part of an assessment battery in selection, development or guidance. Assist in directing individuals into sales-related roles and provide insights on potential training needs.

CCSI: Used to improve organizational effectiveness and add significant value in areas such as leadership, productivity, change management, customer service, sales performance, team effectiveness, job satisfaction, employee engagement and retention.

Genos EI: Used to improve organizational effectiveness and add significant value in areas such as leadership, productivity, change management, customer service, sales performance, team effectiveness, job satisfaction, employee engagement and retention.

Jung Type Indicator (JTI): assesses personality within Jung’s framework of Psychological Type. In addition to identifying a person’s preferred Type the JTI uses a scaled approach to each dimension, giving a more detailed description of preference than most Type indicators

Tool Basket: Customized Tools

Occupational Interest Profile (OIP+): Useful for Career guidance, development, counseling and managerial outplacement as it measures work interests and personal work needs.

Learning Style Inventory (LSI): Useful for Self-development by enabling an individual to explore how to maximize his/her potential. Can be used to develop the individual’s learning style; strengthening weaknesses and expanding the range of preferred learning strategies.

Health and Safety Indicators: Identify individuals whose cognitive and personality characteristics dispose them towards safe behavior in the workplace; useful for all working age adults.

Pressure Management indicator: Identify the sources of pressure and individual differences that result in occupational stress as well as your coping style. Useful for adults of all levels.

MBTI: Used for developmental purposes, the questionnaire designed to measure psychological preferences in how people perceive the world and make decisions

Personality and Preference Inventory (PAPI): the tool is specifically designed to elicit behaviours and preferences, which are appropriate to the workplace

Occupational Personality Questionnaire (OPQ): The OPQ is designed to provide businesses with information on the aspects of an individual’s behavioral style that will impact on their performance of competencies at work.

Hogan: Assesses personality. It gives you valuable insight into how people work, how they lead, and how successful they will be.

Gallup Strengths Finder: Gives you your top five theme report, built around the new Strengths Insight descriptions

Aptitude and Reasoning Ability Tests

Graduate Reasoning Test (GRT1 & 2): Selection of Management and Graduate Calibre Staff

Clerical Test Battery 2 (CTB2): Measure a range of clerical aptitudes and skills for general clerical and administrative positions.

Critical Reasoning Test Battery 2 (CRTB2): Selecting and Developing high calibre managerial and technical staff

Technical Test Battery 2 (TTB2): Selecting and assessing staff for engineering apprenticeships, craft apprenticeships or technical training.

Abstract Reasoning Test (ART): The test is particularly appropriate for use in selection and development of those with graduate, managerial and professional experience, where incumbents are required to assimilate information, understand it and draw inferences

Internet Reasoning Test 2 (IRT2): Internet based test to Assess reasoning power for those of general ability

Adapt GRT: It is similar to a GRE test wherein the answer to your previous question determines the level of the next question

Business Case Analysis and Presentation: Presentation of a business case pertaining to a subject matter. Emphasis is on analysis of data and drawing inferences rather that basic comprehension. This is followed by a presentation of the candidate’s analysis to a group of assessors.

Simulation: We simulate a real work environment to elicit job relevant skills or competencies.

Competency Based Interview: Based on the premise that past behavior is the best predictor of future behavior' – Its a style of interviewing used so that a candidate elicits responses that best show how they would demonstrate certain behaviours/skills in the work place. By using past experience a potential employer can predict future behavior

Situational Analysis: Presentation of a business situation – this involves a critical incident and responses / actions to that situation by those involved in it. The candidate is required to elicit responses as to how he would have dealt with that particular situation had she / he been one of the persons involved.

Role Play: : These are particularly useful when assessing candidates for client facing positions such as consulting, sales and law. The content and context of role play exercises will vary considerably depending on the role and the organization.

Priority Exercise/In-Tray: It is a business simulation, where the candidate plays a member of staff who has to deal with the tasks of a busy day. Multiple items will be given, like a selection of letters, emails and reports in either paper or electronic format, which somebody doing the job might find in their in-tray or email inbox first thing in the morning.