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Exclusively Customized for Clients with Unique Tools, Techniques and Tests

  • Ended
  • to Be Discussed
  • Psychometric Testing, Executive Search - RiverForest Connections

Service Description

Talent Assessment - Development is a Strategic Business Activity and is now an agenda for the Board. A constant flow of talent with the requisite skill-sets provides the winning edge to organizations in a globally competitive environment. As a result, attraction, selection, succession and, development of employees has become an important activity for human resource professionals. In the last decade, business leaders and hiring managers around the world have also been taking a keen & competitive interest in the processes of selection, development & engagement of their employees, owing to the high costs related to making a wrong decision. • Targets Individual Developmental Needs • Ensures that each Participant’s Individual Development Plan is unique and customized to his/her own learning style • Ensures development occurs on a voluntary basis, rather than pushed by the organization • High face validity of the process ensures buy-in of the participant for his/her Individual Development Plan Organizations are struggling to find answers to basic questions: • Do our leaders demonstrate the right skills and behaviors required to lead the organization? • How can we identify areas of improvement and development for our high-performing employees? • How do we measure the quality of our leadership pipeline? • What are the appropriate tools for assessing employees? • How do we position our employees into new roles identified in the new organization structure? • What data & inputs would help our training and development charter be more effective? • How do we ensure a merit-based fair selection process to identify potential talent? The purpose and philosophy underlying an organization’s decision to conduct competency-based assessment will determine whether an assessment or development center should be conducted. Organizational Benefits of conducting an Assessment Centre for selection/ promotion • An assessment of past behavior can assist in predicting future behavior • Multiple assessment techniques are used which allow the participant to display a range of behaviors & actions • The competencies measured are related to successful job execution • Objectivity of evaluation is ensured through multiple types of cross-validated processes through assessors, tools, ro-tation and, virtual interactions In order to answer these questions, organizations need to adopt systematic approaches for analyzing the capabilities of the current workforce.

Cancellation Policy

To cancel please write to AdvisoryChannels@GMail.Com. Cancellations made in less than 9 days will lose 50% of fees paid.

Contact Details

  • 130 Queens Quay E, Toronto, ON M5A 3Y5, Canada

    +1 289 997 5184


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