Hiring a senior executive, choosing between two equally strong candidates, or deciding whether to promote someone into a management role: these are decisions that shape an organisation for years to come. Yet they’re often based on nothing more than a CV and the impression left during interviews. Both remain essential, but neither is enough to predict how someone will actually behave once they’re in the role.
To build a fuller picture of candidates, GBO Talent in Move relies on psychometric assessments from Thomas International. All our consultants are trained and certified in this methodology, which we use both in our recruitment mandates and in our HR consulting work.
What does this tool actually do?
The Thomas assessment builds a structured profile across several dimensions: behavioral preferences at work through the DISC model, reasoning ability and learning capacity, and personality traits relevant to a professional context.
The goal isn’t to reduce a person to a score, but to have a factual, verifiable basis that adds to the interview rather than replacing it. A candidate can come across as a strong manager in an interview without actually having that quality. The assessment is what helps confirm that before a decision is made.
When we recommend it
We suggest this assessment to our clients in four main situations:
- External hiring for a senior role.
When a company is torn between two candidates, the assessment helps distinguish them on finer criteria than the interview alone can offer: influence, resilience under pressure, natural management style.
- Internal promotion into a management position.
This is often the trickiest call for a leadership team or HR department: strong performance in a current role doesn’t always predict the ability to manage a team. We once worked with a client who was hesitant to give a team to a salesperson who’d delivered strong results for eight years but had no management experience. The assessment confirmed his leadership potential and decision-making ability, backing up the positive read from the interview. The client was able to promote him with real confidence.
- Executive coaching and development.
We use the results to build a development plan with the executive, focused on the areas that will genuinely make a difference in their role.
- Franco-German intercultural management.
Differences in management culture between France and the DACH region can create misunderstandings within teams. The assessment helps bring different communication and decision-making styles into the open before they turn into friction.
An assessment that complements judgment, not a substitute for it
The Thomas assessment is a decision-support tool. It allows for a feedback session with the candidate or employee and gives concrete points to explore during that conversation. The final decision still rests with the client, but now it’s backed by real data rather than just the impression left by a conversation.
Making your hiring and internal moves more secure
Whether you’re preparing to hire for a management role, planning an internal move, or investing in the development of your current teams, our Thomas International certified consultants support you throughout the process, as part of the broader guidance we offer both clients and talent. Want to talk through your assessment or HR support needs?
