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Center for Assessment and Coaching

Dr. Julie Baumer - Psychologist FSP
Thomas Baumer - Coaching expert and business economist




The optimal employee

When an existing or new position in a company needs to be filled, the optimal employee is sought. The aim is:

  • on the one hand to increase efficiency as much as possible and minimise the risk of hiring the wrong person,
  • on the other hand the focus is on utilising and further developing the potential, and thus the motivation, of the person involved.



An assessment is an evaluation of skills and potentials, also keeping in mind the job profile and description. It usually lasts one day and creates an important, yet not exclusive, decision-making basis for the company (in general, line managers and supervisors or the board of directors). We differentiate;

  • the selection assessment (assessment center) for filling an open position,
  • the development assessment (development center), focusing on carrying out an extensive skills and potential analyze of one or more existing employees in order to lay the basis for short, medium, or long-term career planning.



Before the assessment, the employer and the assessor discuss the situation and the requirements regarding filling the open position. Every assessment is composed of modules and is individually created and structured based on the requirements.

The need for an assessment can also arise in a private person, without an employer being involved, when the personal situation has to be analyzed and perspectives have to be shown.

Report and pronostics

Report and prognostics

The report accompanying the assessment generally covers 7 to 12 pages and details the strengths and weaknesses of the candidate.

In addition to the current appraisal with clear conclusions and/or recommendations in view of the position to be filled, prognostic statements are also made (see detailed description Prognostic Assessment / Prognostic Personality and Abilities Assessment). These cover development potential, the preconditions for unleashing this potential and the projected time period before this (further) development can be made use of as required in the prospective position or function.

The report is given to the employer and when necessary, a meeting to discuss the results is hold with the employer.

Individual feedback

Individual feedback

After the report is given to the employer, the candidate is offered a two-hour feedback meeting, during which a copy of the report is made available and the results and questions (including a summarised version of the recommendations and further development potential) are discussed.



For purposes of quality assurance, it is advisable to maintain contact with the employer and to also review the long-term development of the new employee after several years.

Inestimable value

Inestimable value

The decision to have a professional assessment carried out is of inestimable value, both to the company and the potential new employee as the possibilities, opportunities and risks of working together are considered and analysed in detail.







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