Competence Select Profile

The Competence Select Profile is an integrated test programme specifically designed for personnel selection purposes. The test consists of the following combination of validated and reliable tests:

Application
The Competence Select Profile is used by internal and external career advisors, from freelancers to large organisations. The aim of the Competence Select Profile is to assess a candidate’s personality and drives against specific competencies associated with a particular role. In the Competence Select Profile, the advisor can select from 29 competencies those that are important for the role and should be shown in the report. The Competence Select Profile is primarily used for selection, but also provides starting points for the candidate’s development.

Reporting
The report includes an extensive competency analysis. In this analysis, the candidate’s competency scores are presented on the basis of the personality profile and the drives. This makes clear how the candidate scores on the intended competencies that are relevant to the role. The programme contains a total of 29 competencies. The advisor can also select at their own discretion the relevant competencies to be shown in the report.

The Competence Select Profile report is an excellent tool for mapping a candidate’s aptitude for certain competencies on the basis of their personality and drives. In addition, the instruments provide guidance for further development and a tool for team allocation.

Tips for selection with the Competence Select Profile
Most advisors use one, or sometimes two, interviews to discuss the result of the Competence Select Profile. Initially the focus is mainly on discussing the competencies. This can address personal characteristics — ‘Who am I?’ and ‘What can I do?’ — in relation to the required competencies. Second, you can choose to address development opportunities. That provides a lead-in to the third step: the continuation of the procedure through to employment.

Development tips with the Competence Select Profile
A strong point alongside the test results is the development tips in the report. These tips give the advisor practical handles for supporting the candidate’s further development, if they wish. The development tips are a good basis for a possible follow-up interview.

Additional report: Learning Agility Profile
With the Competence Select Profile an additional report can be requested that provides insight into the candidate’s Agile Mindset: the Learning Agility Profile. The aim of the Learning Agility Profile is to assess the candidate’s capacity for change, based on their personality and drives. To indicate what kind of Agile Mindset a candidate has, the Diffusion of Innovations model developed by Evert Rogers in 1965 is used. From a high to a low Agile Mindset, the possible forms are respectively: Innovators, Early Adopters, Early Majority, Late Majority and Laggards.

Literature research has shown that a number of characteristics determine the extent to which people can cope well with change (see the Learning Agility Profile Manual). In this report these characteristics are combined into three pillars: Power, Change and Growth. Power describes the extent to which the candidate has the energy to cope with change. Change reflects the extent to which the candidate embraces change. Growth reflects the extent to which the candidate wants to keep growing. Each of the pillars is also followed by a tip, to give the candidate insight into where their possible pitfalls and strengths lie. With these tips the candidate can work on their capacity for change.

Competence Select Profile – Normative
Language
NL | EN | DE
Norm group
Selection
Time
60–80 minutes
Credits
350

Competence Select Profile – Adaptive
Language
NL | EN | DE
Norm group
Selection
Time
20–35 minutes
Credits
450