Questions that clients often ask:
What kinds of AC/DC do you offer?
Our methodology allows carrying out individual and group assessment and development centres. We also do online PinsightTM AC/DC for managers and salespeople as part of our individual AC/DC offer.
How long does an Assessment Centre take?
It always depends on the AC/DC type, the needs of the client, and its aims. An offline group AC/DC usually takes one day, and an individual AC/DC takes at least four hours. Online simulations for managers and salespeople take 2 to 3 hours.
What makes our approach to ACs/DCs special?
● We use simulation even for a traditional AC/DC – the participants become employees of a fictional company for a time and solve various tasks relating to it. These are designed to simulate situations encountered at work in the employees’ real lives, and can be tailored to the needs and requirements of the client. In this way, we can boost the monitored competencies and jumpstart the learning process as soon as during the AC/DC. ● We strictly observe the rules necessary for making the observer objective – each competency is observed in several tasks. Assessors change during the AC/DC and the final report combines the viewpoints of several people. An assessor never observes more than two people at the same time.
What is the recommended number of participants for a group?
Ideally, 6 to 8 people should take part in an offline AC/DC.
Why is it important to have a competency model before an AC/DC?
The competency model serves to determine the content of the AC/DC (or skills) to be observed in the participants. It allows us to conclude what to focus on when observing and what the client considers important from a performance standpoint. A high quality competency model is a good basis for successfully carrying out an AC/DC and further participant development.
What is a competency model? What is it used for?
The competency model serves to describe the specific competencies for a particular position, ensures exact criteria for the working style, and objectively evaluates them. Thanks to the competency model you are better able to select the best candidates, develop people in a targeted manner, and use assessment to drive continuous company and people development.
How long does it take to create a competency model?
Here the answer also depends on the needs of the client and aims of using the competency model. On average, however, creating a competency model takes one to two working weeks, using deep conversations with particular company representatives of the client, which create the content framework for creating the model itself.
What do I need to take part in a Pinsight simulation?
The candidate needs a computer with a stable internet connection, a camera, and a microphone, and a space without interruptions for the duration of the simulation (2 or 3 hours) to take part.
How quickly do I get the results?
The final report for a candidate is processed and created within 24 hours of the simulation end.
What is the process, from the assignment to the final report?
The process is very simple and comprises four steps: 1) Planning the schedule of the simulation 2) Participant preparation – recommended duration 2 to 4 hours. The preparation can be split into several parts based on the time availability and participant preferences. 3) The simulation takes place – this takes 2 to 3 hours based on the selected type. 4) Results evaluation – 24 or fewer hours after the simulation.
What does the final report contain?
The standard output of the AC is an online individual report for each participant and the client, plus online individual reports and a group report for the client. It contains the overall evaluation of observed behaviours, along with the psychodiagnostics results. Apart from the summary results, the report also contains a detailed overview of the candidate’s performance during the AC and exhibited behaviours during the individual activities. The report also details the strong suits and development suggestions of the candidate, including basic development suggestions and recommended reading to boost knowledge in a given area.
What language versions do you offer for the PinsightTM simulation?
PinsightTM simulations can currently be provided in Slovak, Czech, English, Spanish, Dutch, and French. We are working on adding more language versions.
What is the ideal number of participants for a group?
The ideal number of participants is 8 to 12.
Do you also do the trainings in English?
Yes, we also offer option of running the trainings in English.
What training areas do you offer?
We do trainings in several key topics. We always determine the requirements and tailor the training content, consulting experienced external experts.
What types of psychodiagnostics are you certified for?
Our consultants are certified to run GPOP, Hogan personality questionnaires (HPI, HDS, and MVPI), Cut-e, and Lumina Learning.
When can I expect the results?
This depends on the diagnostics type and the way feedback is given. Usually, however, results are ready within one week of the psychodiagnostic testing.
Is feedback necessary?
The reports include quantitative as well as qualitative details so that they are clear and easy to understand. In our experience, feedback is a valuable addition to the psychodiagnostic evaluation. The consultant can more closely explain the content of the final report and answer all the relevant questions, as well as explain the report conclusions based on particular real world examples, which improves comprehension and acceptance of the results. Correctly derived feedback is a good start for the participant’s further development.
Where did your coaches learn how to coach?
Our coaches are accredited ICF coaches (ACC & PCC levels). Every year, they pariticipate in several trainings and improve their qualifications.
What is PCC?
PCC stands for Professional Certified Coach. This certification means that the coach has completed at least 125 hours of training and has at least 750 hours of coaching experience. They must also have been mentored by two verified coaches and successfully passed the exams.
Why should I attend an open course?
Our past participants praise mainly the opportunity to share their experiences and gain problem-solving inspiration from people working in similar positions in different companies. Open Courses can also be used when the number of employees that are to pass a certain training is lower than the minimum for a training group.
Who can attend?
Anyone who thinks they would benefit from the training can apply.
How often to you organise open courses?
Each of our courses takes place at least twice a year, usually in the spring and autumn.