Candidate Assessment TurkeyMeasure how someone works before you find out the expensive way.
Interviews measure what a candidate says. Our assessment centre tools measure working method, competency fit and decision behaviour under pressure — for candidates you are about to hire and for teams you already have.
Included in the search feeReported in EnglishAlso available for existing teams
The gap
Why an interview is not enough
An interview is a conversation with someone who has prepared for it. It is good at measuring articulacy and bad at measuring the thing that actually determines whether a hire works: how the person operates when the situation is ambiguous, the information is incomplete and the clock is running. Those are different questions, and they need different instruments.
What we measure
Four instruments, four different questions
Competency profiling
Maps the candidate against the competency set the role actually needs, rather than against a generic template. Output is a profile with strengths, gaps and the development that would close them.
Working-method analysis
How this person organises work, handles detail, delegates and responds to being corrected. It is the dimension that most often explains a good hire who nevertheless does not fit the team.
Decision behaviour under pressure
A structured exercise that removes the comfortable conditions of an interview and shows how the candidate decides when there is no obviously right answer. Particularly relevant for management roles.
Role-specific case studies
Where the position warrants it we write a case around your actual business problem, so you see the candidate's approach to your work rather than to a textbook.
Existing teams
Also for the team you already have
The same instruments run on existing employees answer a different question: who is ready for more responsibility, where the development budget is worth spending, and which team is carrying a structural gap rather than a personality clash. Turnover concentrated in one department or under one manager is nearly always the second kind.
Deliverables
What you receive
- A written report per candidate, in English, with the evidence behind each conclusion.
- A comparison across the shortlist on the same dimensions — so the decision is made on like-for-like data.
- A recommendation that says what we would do and why, including when the answer is 'none of these'.
Assessment is included in the fee when it runs as part of a search assignment. It can also be commissioned on its own — for a candidate you sourced yourself, or for a team you already have.
Have a candidate you are unsure about?
We can assess someone you found yourself, on the same instruments and with the same written report. Tell us the role and we will tell you what is worth measuring.