Assessment of employees’ competencies is one of the first steps in an individual development journey within the company – an opportunity to get an overview of their level of competencies, and to set development-related goals for each employee.

Our aim during the assessment process is to:

  • Identify the main strengths and areas for development for each participant/for the group of assessed people
  • Help participants to create clear individual action plans.
  • Help company create development plans on a group/company level

Prior to conducting the assessment center, we help our client to:

  • Create a career path for employees within the company, click here for more information;
  • Define the goals of the assessment center;
  • Define competencies to be assessed;
  • Effectively communicate the goals and other relevant information to their employees.

After the assessment center is conducted, we are able to provide:

  • Coaching feedback to each participant with the aim to understand results and draft an action plan.
  • Ideas and resources for development specific competencies on a group or individual level, click here for more information.


In order to support clients to make decisions regarding hiring easily, as well to enhance their candidate selection process, we often suggest organizing assessment centers as part of the selection process for various positions.

Assessment centers provide a good opportunity to get an insight into how much the candidate really fits into organizational culture, but they also give the opportunity to candidates to experience that organization and to assess by themselves whether they would be a good fit into such surroundings. With the help of a well-organized assessment center, we can make a better prediction of future performance and progress than if we only use interviews.

Our Assessment Centre methodology

  • Psychometric testing – ability and personality tests, emotional intelligence test
  • Assessment of behavioral styles – DISC personal behavioral style profiling ( )
  • Situational assessment – assessment of social, managerial and sales competencies using a number of reliable instruments, such as standardized questionnaires, competency-based interview, group discussions, In-Basket exercises, case studies and role-play exercises
  • 360 feedback – assessment of a wide range of competencies using a very customizable online instrument.


Thomas International is a world leader in creating instruments for assessing candidates for over 30 years. Assessment tools are available in 56 languages in over 60 countries and used by 32,000 companies worldwide.

Variety of assessment tools Thomas develops aim to ensure a systematic and professional approach to the processes of:

  • Recruitment and selection of candidates
  • Job evaluation
  • Training and development
  • Performance appraisal
  • Personal analysis
  • Team developing
  • People management

Applying the Thomas tools allows the management to motivate, stimulate and activate the employees in their working environment by influencing directly or indirectly their professional self-esteem, confidence and enthusiasm.

Thomas assessment tools we distribute are:

  • DISC based questionnaires – Thomas Personal Profile Analysis (PPA), Thomas Job Profiling and Thomas Team Profile.
  • Trait Emotional Intelligence Questionnaire (TEIQue)
  • For more information on Thomas assessment tools contact us at  and visit