In the public sector every appointment sits under a microscope. A choice has to be explainable to the candidate, to the works council and sometimes to politics. A validated measurement provides that grounding without removing the conversation around it.
hrmforce delivers reports that record what was measured and what the conclusion rests on.
Public bodies use assessments across the board, from delivery to management. These are the most common applications.
A selection committee often has four to six people with different pictures of the same candidate. Without shared language the most convincing speaker wins. A report with scores on the same dimensions gives the committee a starting point everyone works from. Internal mobility raises something else: someone doing the same work for twenty years does not always know where they could still go.
These instruments are used most often in this sector. Every assessment has its own page with the evidence base and example questions.
Measures against the competency framework many public bodies already hold.
View the assessment →Shows what motivates someone, which helps with career questions and internal mobility.
View the assessment →Collects the picture from colleagues, the manager and partners.
View the assessment →Gives direction with staff who have stalled in their current role.
View the assessment →The existing competency dictionary goes into the portal. You measure against your own language, not a standard list.
For selection every candidate gets the same set. The committee sees the outcome after the first interview, so the picture is not coloured in advance.
For mobility you start with drives and career values, followed by a conversation with a career adviser.
A shared picture up front shortens the debrief. Committees working from the same dimensions reach a choice faster and record it better.
The data stays within the European Union, the candidate gives consent and receives the report. Retention periods are set per organisation.
Yes. It is loaded into the portal, including the level descriptions you already use.
Organisations that went before you
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In a half hour demo we show what the measurement looks like for your roles, and what a report tells you.