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Standard HR Solutions

FIND THE SERVICE YOUR COMPANY NEEDS

We have perfected Competo’s Standard HR solutions to help boost and enrich your staffing endeavours and to provide you and your employees with a professional evaluation in various fields.

Psychological assessment

Individual assesment centre

Team assessment centre

Individual development centre

Team development centre

Competency-based interview

Team onboarding

Team development

Outplacement / career programmes

Psychological assessment

Finding the right candidate to fill a specific position is highly important for the company. The application of psychological assessments helps optimise the quality of the selection process. The tests enable us to describe the candidate’s characteristics, regardless of their qualifications and experience, in a standardised and objective manner. In practice, psychological assessments are used as a means of predicting people’s behaviour. They are highly reliable and effective, because they comply with the following premises:

  1. Adults display traits that remain relatively stable over time.
  2. Personal traits differ between adults, affecting one’s conduct in the workplace.
  3. Different occupations demand different personal traits.
  4. Personal traits can be measured.

Individual assesment centre

Because the chosen candidate will help shape the future of the entire company, the selection process for head positions should receive your undivided attention. The individual selection assessment centre provides first-rate methods to ensure the best candidate is chosen. What makes this procedure highly reliable is the integration of various selection approaches (e.g. interviews, role play) and objective evaluations by independent observers. Our evaluation of the candidate’s performance at an interview can often be biased, as the candidate can impress us with their preparation or our appraisal is skewed by errors such as the halo effect.

Team assessment centre

Because the chosen candidate will help shape the future of the entire company, the selection process for head positions should receive your undivided attention. The team assessment centre provides first-rate methods to ensure the best candidate is chosen. What makes this procedure highly reliable is the integration of various selection approaches (e.g. interviews, role play) and objective evaluations by independent observers. Our evaluation of the candidate’s performance at an interview can often be biased, as the candidate can impress us with their preparation or our appraisal is skewed by errors such as the halo effect.

Individual development centre

Although business mandates a good knowledge of the market, the competition, and the needs of clients, it is far more pivotal to have an intimate knowledge of self. Our individual development centre employs methods that enable an efficient and objective analysis of the employees’ competencies and capability. The findings form a solid bedrock for future growth with projects like talent management, succession systems, change management, etc. A development centre that is properly constructed can predict an individual’s behaviour in pre-structured situations in a systematic and objective manner.

Team development centre

Although business mandates a good knowledge of the market, the competition, and the needs of clients, it is far more pivotal to have an intimate knowledge of self. Our team development centre employs methods that enable an efficient and objective analysis of the employees’ competencies and capability. The findings form a solid bedrock for future growth with projects like talent management, succession systems, change management, etc. A development centre that is properly constructed can predict an individual’s behaviour in pre-structured situations in a systematic and objective manner.

Competency-based interview

When choosing candidates, bias can often creep in without us noticing. An elaborate structure of the selection interview prevents us from making errors in appraisal. A competency-based interview is an approach that guarantees objectivity and reliability during the selection process. It focuses on the individual’s past behaviour, which is the best-known predictor of future behaviour.

We tend to form an opinion about a candidate the moment they first walk in the door. This first impression persists throughout the interview, leaving an important mark that may affect our decision about the candidate’s suitability. What is more concerning is that we are rarely aware of the bias present in such situations.

Team onboarding

Finding the right person to take up the post is only the first step to success. The first 90 days are key in determining whether the new employee will acclimate smoothly to a work environment with its own dynamics and procedures. Team onboarding helps the new member and the rest of the team to cultivate a fruitful collaboration. One of the many advantages of a well-structured onboarding programme is that it integrates the employee into a new workplace in a cost-efficient way.

Team development

Teamwork is an important ingredient of modern day employment. Research suggests that the time devoted to teamwork has increased by 50 percent in the last two decades. Companies need to adapt to these trends and learn how to collaborate efficiently in order to succeed in a complex global market.

A number of studies have identified the advantages of teamwork development at the workplace. Among these are:

  • Quick identification of errors: when working as a team, employees notice mistakes faster and find better solutions.
  • Excellent outcomes: teamwork produces better outcomes, while employees report higher levels of job satisfaction.
  • High profitability: close collaboration between employees helps drive a company’s profitability.

Outplacement / career programmes

Competo believes that taking care of employees during all stages of their employment, even at the time of redundancy, is what makes a company successful. Outplacement is a support service that a company offers to its employees, when they are made redundant for a variety of reasons. By organising group or individual career workshops, the company actively supports the departing employees to find new job opportunities.

When the only constant in life is change, it is essential that a company is adaptable when managing its workforce. The way in which the company handles changes and staffing reorganisation significantly affects their reputation in the eyes of the staying employees and future candidates on the employment market.

Psychological assessment

Finding the right candidate to fill a specific position is highly important for the company. The application of psychological assessments helps optimise the quality of the selection process. The tests enable us to describe the candidate’s characteristics, regardless of their qualifications and experience, in a standardised and objective manner. In practice, psychological assessments are used as a means of predicting people’s behaviour. They are highly reliable and effective, because they comply with the following premises:

  1. Adults display traits that remain relatively stable over time.
  2. Personal traits differ between adults, affecting one’s conduct in the workplace.
  3. Different occupations demand different personal traits.
  4. Personal traits can be measured.

Individual assesment centre

Because the chosen candidate will help shape the future of the entire company, the selection process for head positions should receive your undivided attention. The individual selection assessment centre provides first-rate methods to ensure the best candidate is chosen. What makes this procedure highly reliable is the integration of various selection approaches (e.g. interviews, role play) and objective evaluations by independent observers. Our evaluation of the candidate’s performance at an interview can often be biased, as the candidate can impress us with their preparation or our appraisal is skewed by errors such as the halo effect.

Team assessment centre

Because the chosen candidate will help shape the future of the entire company, the selection process for head positions should receive your undivided attention. The team assessment centre provides first-rate methods to ensure the best candidate is chosen. What makes this procedure highly reliable is the integration of various selection approaches (e.g. interviews, role play) and objective evaluations by independent observers. Our evaluation of the candidate’s performance at an interview can often be biased, as the candidate can impress us with their preparation or our appraisal is skewed by errors such as the halo effect.

Individual development centre

Although business mandates a good knowledge of the market, the competition, and the needs of clients, it is far more pivotal to have an intimate knowledge of self. Our individual development centre employs methods that enable an efficient and objective analysis of the employees’ competencies and capability. The findings form a solid bedrock for future growth with projects like talent management, succession systems, change management, etc. A development centre that is properly constructed can predict an individual’s behaviour in pre-structured situations in a systematic and objective manner.

Team development centre

Although business mandates a good knowledge of the market, the competition, and the needs of clients, it is far more pivotal to have an intimate knowledge of self. Our team development centre employs methods that enable an efficient and objective analysis of the employees’ competencies and capability. The findings form a solid bedrock for future growth with projects like talent management, succession systems, change management, etc. A development centre that is properly constructed can predict an individual’s behaviour in pre-structured situations in a systematic and objective manner.

Competency-based interview

When choosing candidates, bias can often creep in without us noticing. An elaborate structure of the selection interview prevents us from making errors in appraisal. A competency-based interview is an approach that guarantees objectivity and reliability during the selection process. It focuses on the individual’s past behaviour, which is the best-known predictor of future behaviour.

We tend to form an opinion about a candidate the moment they first walk in the door. This first impression persists throughout the interview, leaving an important mark that may affect our decision about the candidate’s suitability. What is more concerning is that we are rarely aware of the bias present in such situations.

Team onboarding

Finding the right person to take up the post is only the first step to success. The first 90 days are key in determining whether the new employee will acclimate smoothly to a work environment with its own dynamics and procedures. Team onboarding helps the new member and the rest of the team to cultivate a fruitful collaboration. One of the many advantages of a well-structured onboarding programme is that it integrates the employee into a new workplace in a cost-efficient way.

Team development

Teamwork is an important ingredient of modern day employment. Research suggests that the time devoted to teamwork has increased by 50 percent in the last two decades. Companies need to adapt to these trends and learn how to collaborate efficiently in order to succeed in a complex global market.

A number of studies have identified the advantages of teamwork development at the workplace. Among these are:

  • Quick identification of errors: when working as a team, employees notice mistakes faster and find better solutions.
  • Excellent outcomes: teamwork produces better outcomes, while employees report higher levels of job satisfaction.
  • High profitability: close collaboration between employees helps drive a company’s profitability.

Outplacement / career programmes

Competo believes that taking care of employees during all stages of their employment, even at the time of redundancy, is what makes a company successful. Outplacement is a support service that a company offers to its employees, when they are made redundant for a variety of reasons. By organising group or individual career workshops, the company actively supports the departing employees to find new job opportunities.

When the only constant in life is change, it is essential that a company is adaptable when managing its workforce. The way in which the company handles changes and staffing reorganisation significantly affects their reputation in the eyes of the staying employees and future candidates on the employment market.