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For many candidates, the word “assessment” immediately brings to mind stressful role plays, time pressure, and sharp-eyed observers. As if you need to prove you can perform flawlessly in situations far removed from your daily reality. But that perception doesn’t match how modern assessments are designed today.
For many candidates, the word “assessment” immediately brings to mind stressful role plays, time pressure, and sharp-eyed observers. As if you need to prove you can perform flawlessly in situations far removed from your daily reality. But that perception doesn’t match how modern assessments are designed today.
“An assessment center is not an exam that penalizes candidates,” says Anne Saelens, Manager Talent Management at Hudson. “It’s a tool that provides insight into potential — what you already demonstrate today and what you can achieve tomorrow. That goes far beyond what a CV, interview, or personal conversation can ever reveal.”
Society often values ‘thinking fast.’ Many people confuse intelligence with speed. But that view is too narrow.
Psychologists distinguish between two types of intelligence:
Recent research shows that crystallized intelligence is a strong predictor of success in complex roles, especially those requiring collaboration, leadership, and strategic thinking. If selection focuses only on speed, organizations risk missing qualities that bring stability and impact.
That’s why an assessment center looks broadly: at behavior, thought processes, decision-making, and how experience is used to understand complex situations.
“In an assessment, it’s not about isolated tests,” Anne explains. “We examine how someone functions in different contexts to get a reliable overall view.”
Hudson focuses on three key areas:
“It’s never about completing an exercise perfectly,” Anne emphasizes. “It’s about what you show when things get challenging. That’s where the signals lie that predict future success.”
Completely normal — and often positive! Many candidates leave with mixed feelings: “Could I have done better?” According to Anne, that’s a good sign. “That slight unease shows someone wants to improve. It’s not failure; it’s a learning opportunity and the start of growth.”
Feedback sessions make insights concrete: strengths, growth areas, and development opportunities. Candidates receive a clear framework that remains relevant for years.
Although assessment centers are known as selection tools, they are much more than that. They are an insurance policy — for both sides.
For the candidate:
For the organization:
The image of an assessment as a harsh test is outdated. Today, it’s a scientific tool that helps candidates and organizations make the right decision.
“A good assessment is about creating opportunities, not finding faults,” Anne concludes. “It shows who you are — and even more importantly, who you can become.”
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