Our approach
A rigorous assessment allows us to anticipate the real fit of a professional with the position and the organisation.
Our Talent Assessment service combines our team’s experience with the expert use of recognised talent assessment tools. Our methodology allows us to analyse both a professional’s compatibility with a specific position and their development potential, supporting organisations in identifying and projecting their human capital.
Our approach considers the review of fit with the profile and corporate values, motivations and competencies, key strengths and development opportunities, together with the potential to take on greater responsibilities. This analysis is based on interviews and on the application of tools that assess personality, leadership and cognitive abilities.
The combination of all these elements strengthens our final assessment and provides clear, accurate and useful information when it comes to making an appointment.
Methodology
Each assessment is tailored to the position, the culture and the specific objectives of the organisation.
Understanding context and objectives
The process begins with a meeting with the client to clarify the context, objectives and expected outcomes, as well as to understand the particularities of the position, its challenges, the required competencies and the associated cultural environment. All this information allows us to adjust the methodology and ensure a solid analysis aligned with the needs of the role.
Application of questionnaires - tests
We use personality and cognitive questionnaires – tests as a complement to our assessment, applied online through reliable platforms, which provide valid information to integrate into our analysis.
Interviews
Interviews are conducted by a Senior Consultant and a Senior Psychologist, allowing for a contrast of perspectives and strengthening the evaluative judgement. The interviews — semi-structured and competency-based — seek to identify leadership style, motivations, cultural fit and the critical competencies needed to project future performance.
We assess both technical and personal competencies, considering track record, leadership style, motivations and projection. We have our own competency dictionary and align our approach with the leadership models and values defined by the client.
Obtaining references
Taking references is a key element of any professional assessment process. For external candidates, references are an essential part of the process; for internal candidates, whether they are taken is at the client’s discretion.
At least two referees are generally contacted — ideally former direct line managers — ensuring confidentiality and the consent of the person being assessed.
Downing Teal conducts references in a focused manner, taking into account the findings of the interviews, with the aim of verifying past behaviour, identifying possible gaps and strengthening the consistency of the final assessment.
Report
In this document, we provide a clear conclusion on the candidate’s fit with the Position Profile, indicating whether they are Recommended, Not Recommended, or Recommended with Observations.
The report includes, among other elements: personal and academic background, career summary, compatibility with the position, leadership style and competencies, motivation, development suggestions, overall competency-based assessment and, where applicable, salary expectations.
Guidance for the development for the person assessed
Once the process is complete, Downing Teal provides individual feedback to the person assessed on their strengths, development opportunities and professional projection.
We also support the line manager, providing key information to facilitate the feedback conversation and contribute to the professional’s development within the organisation.
In summary, our objective is to determine the candidate’s fit with the required profile and to support both the company and the professional in their decision-making and growth processes.
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