Assessment
Assess learning potential, not just daily performance.
A junior candidate hasn't yet had time to master the profession.
The challenge is less about verifying what they already know and more about observing how they learn.
Two particularly interesting characteristics to observe
Curiosity
Does the candidate seek to understand? Do they ask questions? Do they explore what they don't know? Do they seek out information they lack before deciding?
Coachability
What do they do with feedback? Are they able to challenge their initial approach? Do they understand a recommendation? Can they use it in a new attempt?
Observe progression rather than a single response.
The assessment is based on a series of exercises, roleplays, and debriefings.
An initial situation allows observation of the natural way the candidate approaches the problem.
A debrief or input then gives them new keys.
A second situation allows observation of what they do with this new information.
This progression is often more interesting than a one-off performance.
The process
Define the profile and context
Roleplay
Debrief
Observe learning
The assessment is not intended to decide the recruitment alone. It provides a complementary perspective to interviews, past experiences, and other elements of the selection process.