Orpsy helps you with smart talent management and recruitment with vision.
Orpsy defines, evaluates and develops the competencies of your team. This means more than just matching positions and profiles: the strategy and objectives of your company or organisation are always the ultimate criterion. This allows us to build together on the long-term development of your organisation, your team and your individual employees.
Currently, we offer solutions in the context of assessment centers, development centers, career coaching and HR advice. Our services are tailored to the sector in which you are active as an organisation or individual. We work in our own offices, at your location or via online channels.
assessment center
1. Assessment center (at our office or a location of your choice)
The primary goal of an assessment center is to conduct and support the selection of internal or external candidates objectively. We evaluate the candidate's skills against the role, the company's values, and your organization's vision. This is achieved through a broad range of tests, interactions, and exercises, all from a neutral perspective. We provide you with an advice of the candidate's skills in the most crucial competency domains. Additionally, we offer a conclusion on whether the candidate matches the role in question, based on our evaluation. The tests and interactions take place either at our office or a location of your choice and typically span a full workday.
2. Half-day assessment center (at our office or a location of your choice)
Since time is a valuable asset, we are increasingly asked to organize physical interactions more efficiently. Therefore, we offer the option to limit these interactions to a half-day. In such cases, candidates are often expected to prepare for certain tests from home. This preparation requires a few hours but can be done at a time that fits into their schedule and home environment. If home preparation is not feasible, we will collaborate with you to identify the most critical competencies and exercises. Based on this, we design a condensed version, enabling the assessment to take place within a half-day.
3. Digital assessment center
Since the COVID-19 period, we have noticed that many companies are focusing more on online and digital interactions. Together with these organizations, we have found that such interactions also offer a unique value in better understanding candidates. Eliminating travel time while maintaining interactive contact can create a win-win situation. Thus, we have further refined our digital assessments and incorporated them as a standard offering. Recognizing that prolonged screen time can be tiring, we deliberately include sufficient breaks during the digital screening. Additionally, we ensure the "screen time" is used as efficiently as possible by asking candidates to prepare certain elements in advance.
The result is a half-day of digital interactions (with necessary breaks) and approximately a half-day of candidate preparation (typically completed a few days before the assessment interactions).
- In collaboration with you, we determine a tailored set of competencies in advance. Your own competency model can be incorporated, supplemented with input from the Orpsy competency handbook.
Do you want to be certain that you are choosing the right candidate?
development center
1. Full day development center
The goal of a development center is to stimulate and support an employee's growth. It is a behavior-focused evaluation where competencies are measured in various scenarios. First, strengths and areas for development are identified. Then, we provide our advice, findings, and tips. Candidates are encouraged to self-assess and actively reflect on their own competencies. Reflection and interim feedback are therefore essential components of a development center. . Reflectie en tussentijdse feedback Afterward, you as the employer, manager, or HR contact receive a comprehensive overview of the findings, enabling you to follow up and facilitate the development process effectively.
2. Half day development center
We also offer the option to limit interactions to a half-day. In such cases, candidates are expected to complete certain preparations at home. This preparation requires a few hours but can be scheduled at a time that fits their personal agenda.
3. Digital development center
This option is also available in a digital format. By eliminating travel time, interactive contact can still take place in a convenient and efficient manner. We have refined our digital assessments and made them a standard part of our offering.
- A potential follow-up trajectory may consist of a development plan within your organization or a coaching program.
Well-thought-out personal development helps the employee and the employer to move forward together.
career coaching
1. Learning and coaching traject
Would you like the learning process of an employee to be fully supported and guided by our office? Then we recommend opting for a learning and coaching program. This program typically begins with a development center. Following this, we create a Personal Development Plan in collaboration with the candidate and in coordination with their manager and/or HR. Alignment among all parties is crucial for the success of this program.
The program includes three coaching sessions spread over approximately six months (this timeline can be adjusted in mutual agreement).
2. Orientation center
An orientation center can also be described as a career assessment. It evaluates which roles within (or outside) the organization would best suit an employee. By providing insight into the employee's skills and competencies, we gain an objective perspective. This is then linked to their motivation and ambition, resulting in targeted career orientation advice.
3. Digital coaching traject or orientation center
The options for a learning and coaching program or an orientation center are also available in a digital format.
Whether you are an employee or self-employed person, you qualify!
- Regardless of how many years of work experience you have, we try to set up a development trajectory for you.
- This can be about which direction you want to go in, but it can certainly also be about developing certain competencies.
Need to take a close look at your career?
Leadership assessment, potential, succession and teamassessment
1. Leadership assessment
You can also opt for a standard assessment with an additional focus on the candidate's leadership skills. Whether the candidate is stepping into a people management role, taking on their first leadership experience, or the position requires strong leadership qualities, a leadership assessment is the right choice! In this assessment, we map several competencies crucial to the role, with a special emphasis on the candidate's leadership abilities. This is achieved through methods such as role-playing exercises, self-assessment, an in-depth review of past leadership experiences, and leadership-specific testing. If you can provide insight into the leadership DNA important to your organization, we can incorporate this nuance into the assessment as well.
2. Potential assessment
Thanks to their specific methodology, assessment and development centers are ideal tools for making the invisible visible, helping to identify and map potential. During the evaluation, categories are used to determine how challenging certain competencies are for the candidate. These categories also provide an indication of the candidate's growth opportunities and potential in relation to specific competencies or roles.
3. Succession Center
Family businesses often face unique challenges, particularly when the time comes for leadership transition. We can add value by objectively, neutrally, and discreetly mapping the potential of the "next generation."
We listen to what matters most to you, including any concerns or frustrations that may exist. Our goal is not to derail the career ambitions of candidates but rather to professionally identify their strengths and uncover any potential (invisible) pitfalls. It is in everyone's best interest to create a strong match between individual, role, and organization.
To enhance our expertise and offer broader support to family businesses, especially during succession planning, we collaborate with partners who provide additional legal and financial guidance throughout the process. Feel free to ask us for more information!
4. Teamassessment
Do you have a group of employees within your organization who share the same role or are being considered for a similar role? If so, a team assessment might be the ideal solution. This approach combines individual assessments with group exercises or interactions.
The group exercises often involve projects, problems, or initiatives drawn from real-life workplace scenarios, adding an extra dimension by focusing on group dynamics. It's important to carefully discuss this process with you in advance to manage and mitigate any risks of conflict, particularly its potential impact on your workplace environment.
All these options are available as full-day, half-day, or digital formats, depending on your preferences and needs.
Finding talent is a profession in itself.
A la carte solutions
In some situations, a full-day or half-day assessment is not feasible. To address this, we have developed a range of specialized modules that may be more suitable. We adapt the procedure to the specific request and, in consultation with the client, choose the most optimal method. Through our tests, we can map the candidate's personality, capabilities, and leadership qualities, providing a concise report interpreting the results.
1. Personality tests
Personality questionnaires, combined with an in-depth interview, provide an initial impression of how a person functions within a team and approaches work-related aspects. By linking this information to the company culture, it becomes possible to assess whether there is a good Person-Organization fit.
2. Aptitude tests
Aptitude tests offer insights into a candidate's general reasoning ability or specific aspects of intelligence. Based on the results, an estimation can be made of their learning capacity and potential success in the future role.
3. Leadership tests
Leadership tests provide an overview of the leadership styles a candidate employs. By analyzing this information, an assessment can be made regarding whether these leadership styles are a good fit for the team or the company culture.
4. In-basket exercise
In-basket exercises are designed to assess a candidate's planning abilities. How effectively can the candidate prioritize tasks? Are they capable of taking a commercial approach? Or perhaps demonstrate other skills?
In-basket exercises can focus on various aspects, such as:
- Planning skills
- Commercial acumen
- Leadership abilities
- Other tailored focuses
5. Process support
We offer support throughout the selection process in various ways:
- Duo interviews with the client
- Online in-depth interviews
- Participation in the selection panel
- Advisory services during different phases of the selection process.
Are you a candidate at Orpsy? This is what you may expect during the first meeting.
You will be welcomed into a professional and relaxed environment. In advance, you will receive targeted information tailored to the purpose, intended advice, and duration of your visit. The process of an assessment center, development center, or career coaching session will be fully explained.
We value two-way communication: your questions will be answered immediately, and your feedback is crucial to us.