talks about her experience of the benefits that workplace assessment can bring to an organisation and to the individual employee.

You will learn about the benefits of workplace assessment to an organisation and the individual employee in greater detail in the next two steps.

I've worked with, in a consultancy capacity for a number of clients, across different sectors from financial services, public sector, central government, big departments and many of the private sector areas as well. The good points are that you are able to identify the skills, the strengths that people have, but also the areas of development. That can help you in an organisational capacity to look at succession planning for the future, for example.

From an individual perspective the benefit of being assessed is that it will actually allow you an opportunity to think about what your skills are. If we're talking about using it for recruitment, well actually the downside of not using a robust assessment process is that it can be quite expensive. So if you recruit poorly and the person who you offer a role to either does not accept or is not a good fit for that role or for the organisation, that's a costly process.

What a good assessment process will demonstrate to candidates and to employees who already work for you, if you're using it from a developmental perspective is that you're serious about what you do and you want to make sure that you recruit or develop people, the right people and that there is that two way flow of this is what we're going to get from it but we're going to give something back to you as well.

Once people are familiar and aware with this is the process this is what we're assessing, so these are the competencies that we are looking for and these are the types of exercises that you're likely to encounter, people are more open to, okay, I'll give it a go and so a consequence of not being open to that is that you don't know, maybe, exactly where your strengths or your areas of development are.