Assessment Center for Talent Development Program

Our client’s request

The AOK NordWest focuses strongly on fostering and developing its employees. In order to enable the right employees to participate in the AOK NordWest Talent Development Program, the candidates take part in an Assessment Center in which the potential to take over a position in middle management mid-term is identified. Within the selection process, it is differentiated whether or not the candidates already have sufficient potential for a leadership or specialist career. Apart from the overall quality of the Assessment Center, the AOK NordWest especially values a digital, i.e. paperless conduct of the entire AC.

The project

In a joint conceptualization process to develop the selection procedure, the exercise modules and content of the AC were determined. AOK NordWest’s competency model served as basis for this. An admission requirement for the participation in the AC is the successful completion of an online test measuring analytical skills. Here, the online test “Analytische Fähigkeiten im Beruf” (AFB; engl.: “Analytical Skills on the Job”), developed by KI.TEST, is used. All successful candidates participate in a two-day AC, thereafter.

To optimize the Assessment Center’s diagnostic quality, the observers from AOK NordWest receive a three-hour observer training prior to the AC, which is held remote via WebEx. Beside the AC’s content, observer biases are addressed and the perception is trained, amongst others.

A maximum of nine candidates participate in the AC. Three observer teams, respectively, evaluate and assess the candidates’ performances on a competency basis. With our software KI.PAT, developed by KI.M, and the use of tablet PCs by the observers, the observation as well as the evaluation documentation is completely paperless. The digital recording of observations and evaluations enables a resource-saving and efficient execution. The observers’ data is directly transferred and automatically analyzed. All candidates receive detailed, individual feedback at the end of the AC with respect to their performances. This is complemented by a report for each participant.

The result

The new selection process‘ acceptance was significantly improved: The observers as well as the participants of AOK NordWest attested the new selection procedure high prognostic value and fairness. On top of that, they appreciated the pleasant atmosphere. The digital recording increases the efficiency of the process and allows for additional analyses, e.g. detailed evaluation of the assessment.

Verena Steffen
Verena Steffen
Psychologist (Diploma), Senior Consultant

1 Overview of newly conceptualized selection process

2 Digital recording of observations and evaluations

Writing like on real paper
  • Lag-free notes with a digital pen
  • Structuring of notes via virtual pages
  • Accents with multiple colors of highlighters
  • Key questions and competencies can be taken over exercise-related and individually
Evaluations directly on the tablet
  • Quick and clear evaluation of competencies
  • Automatic transfer and consolidation of evaluations to the mobile server
  • Higher quality through feedback of typical observer mistakes
  • Behavioral anchors for each competence facilitate and standardize the observations

3 Excerpt from the online test

The cognitive performance test uses realistic problems that can occur in the scope of a project. The participant’s task is to analyze various data material and derive the correct conclusions. Participants are confronted with two different types of tasks. One type focuses on logical-numerical skills, the other on the coherent interpretation of verbal situations.

4 Evaluation of Assessment Center

In order to evaluate the Assessment Center moderated by KI.M, the observing managers involved in the selection process as well the participants were surveyed. They assessed on a scale from 1 (fully correct) to 5 (not correct at all) the organization, atmosphere, quality of the feedbacks and the comprehensibility of the exercises’ contents and goals in the Assessment Center.

  • 1,3 for the organization of the Assessment Centers
  • 1,3 for the atmosphere in the Assessment Center
  • 1,3 for the feedbacks given to the participants
  • 1,6 for the comprehensibility of the exercises‘ contents and goals