Frequently Asked Questions
Services
What sets SAGA Talent Team's approach apart?
We combine leadership experience and psychological diagnostics with a personal view of your situation. We look at people in the context of their role and their organisation. Our goal is a world of work in which people take responsibility and succeed together. We factor in the new demands that AI brings.
Who are SAGA's assessments and consulting services for?
Our services are aimed at organisations as well as executive boards, leaders and HR professionals. Assessments support the appointment of leadership and key positions. Potential analyses serve the development of individual employees. In our consulting work we support leaders through change and transformation, and in challenging situations.
What is a selection assessment for leaders?
A selection assessment is an Assessment Centre that supports your decision when appointing a leadership or key position. Candidates work through tasks from day-to-day leadership. We assess how they decide, prioritise and work with people. The assessment is matched to the requirements of the role and your organisational context.
To Selection AssessmentWhat does an assessment show beyond the interview?
An interview shows how a person talks about their experience and their approach. In an assessment we also observe how they handle concrete leadership situations. Business simulations, conversation scenarios and a validated personality assessment complement the interview. This gives you additional evidence for comparing your candidates.
To Selection AssessmentWhat is a potential analysis and who is it for?
A potential analysis is an initial assessment that maps a person's strengths, competencies and development areas. It suits employees and leaders whose next development steps you want to clarify. Typical occasions are a promotion, succession planning, new responsibilities or a change of career direction.
To Potential AnalysisCan a potential analysis be part of an outplacement?
Yes. After a redundancy, a potential analysis can give employees a grounded initial assessment. It helps them see their own strengths more clearly and make sense of their next career steps. Organisations can use it to offer tangible support for a fresh start. Full outplacement support or job placement is not part of this service.
To Potential AnalysisWhat support does SAGA offer with organisational change?
Our change consulting helps leaders prepare a specific change and embed it in everyday work. We clarify the starting point, develop a clear picture of the future with you and make the next steps concrete. In doing so, we take account of how employees respond and how they can be involved. The technical implementation of IT solutions or a detailed process analysis is not part of the service.
To Change and TransformationWhat can leaders do when change meets resistance?
The first step is to understand what lies behind the resistance. Together we look at things like open questions, differing expectations, past experiences or concerns about implementation. From there we develop suitable options for conversation and action. The aim is to give direction, take legitimate objections on board and make the next steps possible.
To Change and TransformationWhat support does SAGA offer with conflict, pressure or stress?
Together we make sense of your situation and clarify what needs attention now. We look at possible causes, prepare difficult conversations or develop strategies for dealing with pressure. In doing so, we help you set priorities, decide clearly and pace yourself better.
To Challenging SituationsProcess
How does a selection assessment at SAGA work?
First we clarify tasks, expectations and organisational context with you. From this we derive the relevant leadership competencies and tailor the exercises accordingly. On the assessment day, candidates work through realistic tasks, and you join selected exercises. Afterwards you receive an assessment of fit for the role and of development areas.
How long does an Assessment Centre for leaders take?
We recommend a one-day selection assessment. A half-day or one-and-a-half days are also possible on request. The right format depends on the role and your question. Briefing, design and the subsequent reporting come on top of the assessment itself.
What do we receive after a selection assessment?
You receive a brief verbal assessment and then a clear, visual report. It sets out fit for the role, strengths and development areas and makes it possible to compare candidates. Actionable recommendations for development and onboarding help you make further use of the results after the hiring decision.
How does a potential analysis work?
First we clarify the goal. Beforehand, the person completes a validated personality assessment and a reflection task; a numerical test can be added on request. A half-day on site with suitable tasks follows. We then discuss the results with the person. A further conversation takes place with their line manager.
What do we need to prepare as a company?
For a selection assessment we need a shared understanding of tasks, expectations and organisational context. For a potential analysis we clarify the development question and possible next tasks. In consulting work we start with your specific concern. We discuss the information we need with you at the beginning of our work together.
Working together
Where do the assessments take place and in which languages?
The selection assessments take place at the premises of our partner MPB in Basel, Zurich or Bern. Remote or hybrid formats are also possible on request. They can be run in German or English. We match the right format to the role and your situation.
What role does AI play in the assessments?
AI supports us in preparing and analysing assessments. At the same time, we consider which AI-related demands matter for the leadership role, such as reviewing results critically, taking responsibility and giving employees direction through change. The assessment of candidates stays in human hands.
How does working with SAGA begin?
You can get in touch via the “Start a Conversation” button or by email at info@saga-talent.ch. We discuss what you have in mind, clarify the goal and propose a suitable approach. In our consulting work we use sparring conversations, focused workshops or facilitated discussions, depending on the question.
Are conversations and assessment results treated confidentially?
Yes. We treat the content of conversations, personal details and results confidentially. Before we begin, we clarify which information is shared and with whom. Access is limited to the people authorised for the assignment. We use data for the agreed purpose and delete it once it is no longer needed and no retention obligations apply.