The comparison between internal and external candidates brings various challenges when recruiting for a position. Strengths as well as weaknesses of internal candidates are known and documented due to experiences made and results achieved during their period of employment up to internal assessments. 

In many cases, the potential of employees is also assessed by direct superiors. Their recommendation may be biased. 

Comparable findings about external candidates are usually not available. Their potential in the targeted environment only becomes visible on the basis of the application documents submitted and, under certain circumstances, is deepened by an interview. 

Therefore, a comparison of internal and external candidates is not easy. Decision makers can be biased due to the better knowledge of the internal candidates, which is why a standardized and neutral assessment is recommended in such situations. 

The neutral assessment based on the same assessment approach enables a meaningful comparison of the candidates’ potentials. Due to the professional execution, an assessment on a neutral basis provides comparability and helps you to communicate transparently to your candidates.

Our approach to assessment

In such situations we often propose a half-day assessment in the following structure:

(Online) personality tests

With the help of a psychological test instrument, such as the OPQ 32, a profile is established. This test instrument includes 32 personality traits in three personality dimensions that provide information on individual work behavior. The OPQ32 also provides insight into how aspects of employees’ individual behavior affect their performance at work.

Competency-based interview

Here, the findings of the online personality test are explored in greater depth. The focus is on the candidate’s competencies. How did you lead your team through a difficult project? How did you motivate co-workers for unpopular projects and tasks? Questions are asked with regard to the specific competencies sought in the vacant position.

Presentation / Self-Presentation

The goal of the presentation exercise is to accurately capture the content of a given topic in the short time available and to convey it to the audience in a convincing manner in terms of presentation. As a rule, this involves the elaboration of technical viewpoints and proposed solutions and their argumentative foundation. This requirement also applies to the self-presentation, in which the speaker should present himself convincingly in terms of career, understanding of the tasks of the desired position and motivation for the new activity.

Role play

The role play is another central element in an assessment and serves to validate the results of the competency-based interview. In practical exercises, the candidate’s behavior in a real conflict situation and under time pressure can be directly observed. 

What are the advantages of our assessments?

The professional execution provides a neutral assessment of the candidate. You gain comparability on social, self-assessment and leadership competencies. Strengths and weaknesses of internal as well as external candidates are revealed from an unbiased point of view. This provides you with clear recommendations for filling the position. If desired, statements are also made for targeted support and development measures.

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