Secure a hire
A long-standing specialist becomes a manager: assessing whether delegation, feedback and accountability are genuinely workable.
Assessment · in the canton of St. Gallen
Assessment in the canton of St. Gallen
Objectify an internal promotion or an external hire when the person is known to everyone and the decision is closely watched inside the company.
Working in the canton of St. Gallen
The canton of St. Gallen lives on export-oriented industry, textiles and technology, consulting and training businesses, and a dense network of mid-sized family firms. Leadership here often rests on long service and personal relationships; many executives grew up inside their own company. That is precisely why internal promotions need an independent view.
Most common working languages in the canton of St. Gallen: German; in export-oriented firms also English.
Assessment in the canton of St. Gallen: what we secure
Clarify a promotion or internal move
Searching for an export-oriented production lead: measuring intercultural communication, customer proximity and tenacity.
Build a development plan
Widening a management board and making the suitability of several internal candidates comparable.
Assessment St. Gallen: where we intervene
We work in the cities below and cover the whole canton of St. Gallen.
Assessment in other cantons
The same support, adapted to each canton's economic fabric.
Assessment St. Gallen: why choose SHR
An Assessment St. Gallen run by SHR serves a decision first: hiring, promotion, succession or a development plan. Every Assessment St. Gallen is built from the actual role, your culture and the local business context, not from a standard test battery.
Our Assessment St. Gallen combines a structured interview, role-close exercises and, where relevant, validated psychometric questionnaires, so each competency is observed from several angles and the conclusions of the Assessment St. Gallen are sturdier than a single interview.
Organisations that commission an Assessment St. Gallen receive a reasoned report, a debrief for the decision-maker and individual feedback for the person assessed. A well-run Assessment St. Gallen leaves something useful whatever the outcome.
The Assessment St. Gallen can take place on your premises, at a neutral local venue or partly online. To organise an Assessment St. Gallen, simply describe the role and timing and we will propose a suitable design.
How an SHR assessment works — Assessment St. Gallen
A serious assessment does not start with a test but with a question: which decision is it meant to inform? Hiring, promotion, succession and development reviews call for different exercises and different reports, so every design starts from the actual role.
- 01
Role definition
A conversation with leadership and HR to turn the role into four to six observable competencies, with examples of expected behaviour in your context rather than a generic framework.
- 02
Method selection
Structured interviews on real past situations, work-sample exercises close to the role (in-tray, difficult conversation, board presentation) and, where justified, validated psychometric questionnaires. Each competency is observed through at least two methods.
- 03
Assessment day
Candidates are told how the day runs and how results will be used. Observations are rated independently, then compared in an integration session to limit halo effects and first-impression bias.
- 04
Feedback
A written report and a debrief with the decision-maker, followed by individual feedback to the person assessed, who leaves with concrete development points whatever the decision.
What you receive
- A competency profile backed by observed behaviour, not impressions
- Strengths to build on and risks to watch in the first six months
- An explicit recommendation and its conditions
- A development plan ready for onboarding or coaching
What an assessment does not do
It does not predict the future with certainty and does not replace your judgement: it reduces uncertainty on specific competencies. Nor is it a way to justify a decision already taken — if that is the request, we will say so in the first conversation.
Standards we rely on
Our designs follow international guidelines on assessment centres and test use: role-based competencies, multiple methods, trained assessors and informed candidates. Recent research on predictive validity confirms that structured interviews and work-sample exercises are among the most reliable methods. Personal data is handled under Switzerland’s revised Federal Act on Data Protection, in force since 1 September 2023.
- International Taskforce on Assessment Center Guidelines (2015). Guidelines and ethical considerations for assessment center operations. Journal of Management, 41(4), 1244–1273.
- International Test Commission (2001). International Guidelines for Test Use. International Journal of Testing, 1(2), 93–114.
- Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Revisiting meta-analytic estimates of validity in personnel selection. Journal of Applied Psychology, 107(11), 2040–2068.
Frequently asked questions — assessment in the canton of St. Gallen
Do you also work in English in the canton of St. Gallen?
Yes. Assessments are possible in German or English, depending on the role and the customer network it serves.
Are you present in Rapperswil-Jona, Uzwil and Herisau?
Yes, across the canton of St. Gallen and in neighbouring areas of Appenzell and the Principality of Liechtenstein; sessions take place at your premises.
How long does an assessment in the canton of St. Gallen take?
Half a day to a full day of observation depending on the level of responsibility, then analysis and feedback. The written report is delivered within about a week.
In which languages is an assessment run in the canton of St. Gallen?
In your team's working language: German; in export-oriented firms also English are the most common in the canton of St. Gallen. Italian is available on request.
A personnel decision to objectify in the canton of St. Gallen?
Describe the situation in a few lines: we call you back to frame the request and propose a method suited to it.
SHR — Swiss Human Resources — Esplanade de Pont-Rouge 9A, 1212 Lancy (Genève), Suisse · Monday–Friday, 8am–6pm.