Assessment
Assess learning potential, not just today's performance.
A junior candidate has not yet had the time to master the profession.
The challenge is less about verifying what they already know than 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 look for missing information before deciding?
Coachability
What do they do with feedback? Are they able to question their initial approach? Do they understand a recommendation? Can they use it in a new attempt?
Observe an evolution rather than a single response.
The assessment involves a series of exercises, scenarios, and debriefings.
An initial situation allows observing the candidate's natural approach to the problem.
A debrief or input then provides them with new tools.
A second situation allows observing what they do with this new information.
This evolution is often more interesting than a one-time performance.
The process
Frame the profile and context
Set the scene
Debrief
Observe the learning
The assessment is not intended to decide recruitment alone. It provides a complementary perspective to interviews, past experiences, and other elements of the selection process.