At GSC, we have been using assessments for more than 25 years and have a deep understanding of what information assessments will provide and what they will not. We also understand how to use assessments to enhance the hiring, development and culture of the organization. We are certified assessment professionals with a significant variety of assessment resources available.
Whether gaining insight into yourself, or into others, it is critical to get the best information possible. This information is the basis for important decisions. The adage, “better data, better decisions”, is true most of the time. When considering the complex human dynamics in the workplace, there are a limited number of ways to gain insight: Self-reflection, asking others, interviews, looking at paper (resume, applications, performance evaluations), working with someone for 1-2 years, assessments.
The Selection of New Talent
The Creation of Development Plans
(Individual, Leader, Team, Organizational)
Measuring the drivers of individual and team success
The determination of “bench strength” within the organization
We utilize only proven and validated assessments. We never recommend using a single assessment, instead, we customize assessment packages for specific needs, considering positional, team, organizational and culture FIT©. We then provide professional feedback to ensure that the data is understood in context and application.
⦁ Leadership Vital Signs & Leadership Vital Signs 360
⦁ Team Vital Signs
⦁ Organizational Vital Signs
The Vital Signs assessments are specifically designed to measure engagement and the drivers of success in an individual leader, a team or an organization. These drivers impact four key outcomes necessary for sustainable success.
⦁ Multi-level competency assessments
⦁ Custom Competency assessment (position specific)
⦁ Cognitive measures
⦁ Assessments with combined interview document
⦁ Developmental assessment & 360
The Assess/Outmatch suite of assessments are personality and competency based, and can be customized to meet the specific needs of a position and an organization. From basic competency models to highly specifically customized competency models, these assessments are invaluable in people decisions.
⦁ DISC Classic
⦁ DISC Feedback
DISC (Behavioral): This is a traditional four quadrant behavioral assessment, but uses significant advances in technology to provide greater insight and understanding. Measuring both internal and external of how someone is adapting to their environment, this is a foundational tool in both selection and development.
⦁ SEI Leadership & Leadership 360
⦁ SEI Development
⦁ SEI Neural Network
⦁ SEI Brain Profiles
Emotional Intelligence (EI or EQ), according to recent articles in Harvard Business Review, is the key to professional success. It is the “currency of connection”. The level of EQ an individual determines their ability and capacity to connect with others in the workplace in an effective and productive manner.