Assessment Center — Jean Dujardin

Assessment Center
Report

Image de couverture

9 Septembre 2026

JEAN DUJARDIN

Targeted position: Acteur

Level: Experienced

Assessor(s)
Name Surname – HR Consultant

Lead Assessor
Name Surname – Partner

HR ADVISORY by THE RECRUITER – Assessment Center - Report – Confidential

Introduction

Objective of the assessment

Evaluation programme

Set of competencies to be assessed

Evaluation method

2 HR ADVISORY by THE RECRUITER – Assessment Center - Report – Confidential

Scale of Standards

The 9-point scale ("stanine" or "standard nine")

Tables showing a 9-point scale make the comparison possible between the results obtained by a person being evaluated with those obtained by his or her peers. This comparison takes into account the fact that the evaluated person and his/her peers belong to the same reference group. It also considers the requirements of the specific function.

The basis of any scientific evaluation is the natural dispersion (Gauss curve) of natural phenomena. In other words, the average values are those that appear most often in the reference group, the extreme values are those that appear more rarely.

The results of tests, questionnaires and scenarios follow the same principle. We use a subdivision of 9 categories: each one of the 2 extreme groups is comprised of 4% of the population, the central group 20% and the intermediate groups comprise 7%, 12% and 17% respectively.

If a person's results are in the middle category (= "GOOD"), this means that the person meets the set expectations.

4%

1

7%

2

12%

3

17%

4

20%

5

17%

6

12%

7

7%

8

4%

9

FoundationSkills to develop

GoodHas sufficient competence

StrongHas great deal of competence

Outstanding

3 HR ADVISORY by THE RECRUITER – Assessment Center - Report – Confidential

Personality

Motivation & Drivers

4 HR ADVISORY by THE RECRUITER – Assessment Center - Report – Confidential

Result Summary

HR ADVISORY by THE RECRUITER – Assessment Center - Report – Confidential

Conclusion

HR ADVISORY by THE RECRUITER – Assessment Center - Report – Confidential

Additional Information

An Assessment Center is a technique used to assess candidates' competencies through various psychometric and hands-on experiential tools.

The predictive value of this technique is significantly higher than that of traditional approaches, such as a video/personal interview.

The validity of an Assessment Center is linked to the methodology used, which includes a wide range of exercises: aptitude tests and hands-on experiences, the rigor of observation, and the training, certification, and experience of the assessors involved.

The purpose of an assessment is to assess the candidate's personal skills about a specific job description. At no time does it replace medical professionals, and it could not address psychological issues or behavioural disorders (such as depression, burnout, or other behavioural disturbances such as borderline symptoms).

GDPR / Data Protection

In accordance with the data protection policy (GDPR), this report will be stored on a private server in Luxembourg for a period of 1 year and will remain available for re-edition if needed. After this period, the report will be deleted.

For any question about the treatment of personal data, we invite you to contact our GDPR Officer: contact@therecruiter.lu

Limits & responsibilities

The validity of this Assessment Center report ranges around 2 to 3 years, depending on the candidate's age at the time of the Assessment Center.

These results are not transferable to another role or organisational context. An Assessment Center is an additional tool in the recruitment process, and it is recommended not to make any decisions regarding the selection, management, or development of individuals solely based on test results, questionnaires, and/or Assessment Centers.

HR ADVISORY by THE RECRUITER – Assessment Center - Report – Confidential