Hello Verena, hello Lea, AC DC - funny name. But it's probably not about rock music?
Lea: You're right: rock music is not our theme. The four letters stand for Assessment Centerand Development Center. It's about aptitude diagnostics (AC) and potential diagnostics (DC), i.e. questions such as who is suitable for this position? Do the applicants fit our company and does the company fit the applicant? Which competencies are critical for success and how can we make them observable? But AC DC also stands for the follow-up process after an AC or DC. This raises questions such as how do we develop people further on the basis of the AC DC results? So we offer not only the actual procedure, but also the downstream specific development measures.
What do you think of the current appeal of this product?
Verena: The question of how a company can be sure of finding the right people has perhaps never been as relevant as it is today. This has to do with the shortage of skilled workers and the changed working and general conditions in companies.
What do you mean by that specifically?
Verena: Not only since Corona has there been a clear trend towards "mobile working", i.e. working in virtual structures. This requires a high degree of independence and self-management right from the start. Developing potential further through teamwork, leadership or mentoring, for example, is no longer so easy in these flexibilized work structures. This naturally increases the pressure on the validity of personnel selection. In short, a company today simply can no longer afford to make the wrong decisions in personnel selection.
Originally, such events took place over several days so that the candidates could experience maximum pressure. Isn't that a bit antiquated now? How do you do that?
Lea: ACs and DCs have changed in recent years. A 3-day assessment center is no longer appropriate today. The VUCA world requires speed and flexibility. This also applies to selection and development formats. We have completely digitized our AC DC tool. Among other things, this has the advantage that we save a lot of time through digital data entry and evaluation. Optimized in this way, we manage very well with one day in which 4 exercises are run through. The validity of the data is extremely high.
And one more comment on the topic of "maximum pressure". Here at offstandards, we do not subscribe to the hypothesis that a reliable picture of potentials and competencies can only be created under maximum pressure. Rather, we are concerned with creating a very practical setting that is challenging but not scary. In the AC or DC, we want to experience the candidates in their learning zone, not in the panic zone.
Verena: By the way: an AC is also a company's business card and pays off in terms of employer attractiveness. A procedure that has a deterrent effect is certainly not conducive to the search for skilled workers. And again: there is no contradiction at all in treating the participants of an AC or DC with respect and at the same time generating valid data on suitability or further development.
There are a lot of suppliers for AC DC, what can your product do that others can't?
Lea: When developing our digital AC DC tool, we focused from the outset on very high flexibility and efficiency through digitization. In concrete terms, this means that we are able to develop a very customer-specific AC or DC in a very short time and with little effort. For this purpose, existing competency models or success-critical behavioral anchors at the customer are integrated into the tool. The data input via tablets and the processing of the data is then standardized. Adapting the tool to the number of participants is no problem at all. This saves time and costs.
Verena: But that is only the technical part. We often hear from participants - quite independently of the AC/DC result, by the way - that they felt very appreciative and fairly treated during the process. This is important feedback for us. In an off-standard AC or DC, participants are certainly very challenged, but always fairly and respectfully. Another special feature of our AC DC approach is that we always link the exercises to a very practical story.
Give an example.
Verena: For example, there was a supplier of kitchen appliances who conducted a DC for sales people. We developed a garden appliance story with 4 exercises in which the participants* could experience the entire sales process - from strategy development, to contacting, to price negotiations. This was not only hands-on, but also fun.
How do you manage to make the exercises actually practical?
Lea: Of course, we benefit from our experience in the area of change management: we proceed in a very similar way here. Before we design an AC or DC, we first want and need to understand which company and which corporate culture we are dealing with here. That's why we come to the company in advance, talk to people who are already doing this work today, but also look at what is currently going on in the company, the background against which the AC or DC is taking place, what the future of the company and the associated future requirements look like, and what HR strategies have been derived from this.
Verena:When it comes to the design, we conduct concept labs with the client and customize the tool together with the customer. So the customer doesn't buy anything off the shelf, but receives a very specific tool. That's what makes it so practical.
Many providers employ scientists to validate the test procedures and process the results. How do you ensure validity?
Verena: For us, the "DIN 33430 Certification for Aptitude Diagnostics" is the basis on which we orient ourselves in order to live up to our claim of objectivity, reliability and validity. In addition, we bring in our expertise from our training, coaching, and moderation areas, and this also makes the AC or DC an exciting, interactive experience. We could also say: the participants do not have the feeling that they are being put through a "test mill". However, we do not differ in the construction of the exercises. As with other providers, we observe several competencies in one exercise, but also conduct several exercises on one competency.
What conditions are needed at the customer's end for the product to be effective?
Lea: It is important to us that the participants have maximum transparency about the procedure, the goals and the handling of the data. An AC or DC must not contain a hidden agenda. The results and personal data must be handled seriously and confidentially.
Verena: The success of an AC or DC therefore depends not only on the professionalism of the actual testing procedure, but also on communication in advance, clarification of expectations, and clarification of the background to the AC or DC. And the downstream steps, such as incorporating the results into individual development plans, are also extremely important.
After that, I was just about to ask: how do you guys ensure the sustainability of ACs and DCs?
Lea: There are of course differences between AC and DC: in AC, the first thing is to decide for or against a candidate. This must be communicated clearly and empathetically at the same time. Especially the rejections can be a burden for the participants. An AC should not produce any losers. Even and especially if the AC is not completed successfully, each participant should receive detailed feedback and development recommendations. Everyone should be able to benefit from their participation, regardless of the outcome. We attach great importance to this and also enter into these discussions with them.
Verena: The DC is primarily about integrating the results into individual personnel development. Therefore, based on the DC data, we create an individual development plan together with the manager, HR and the candidate, which may include coaching, training, job rotations or similar. We bring our broad HR development expertise to these discussions.
What is special about the offstandards consultants who implement this product?
Lea: An AC/DC observer has a special responsibility. His/her assessment has far-reaching consequences for the participants. That is why a sound training is essential for the accompaniment of ACs and DCs. It goes without saying that our consultants also familiarize themselves very intensively with the procedure and the customer-specific aspects. At offstandards we have compiled a pool of AC/DC experts. Access to this pool is subject to strict criteria. Of course, we also apply our diagnostic competence to the selection of consultants.
Thank you Lea and Verena for the interview.
