Talent Assessment Center

Talent Assessment Center

Talent Identification/Scientific Tools/Talent Health Management

It's rare to be a god teammate, and you know your heart!

  • Can you find the best talent, but can you really use it for the company?
  • How do you find like-minded people who can grow with the company?
  • How to use the most economical time and budget to take stock of the advantages and disadvantages of supervisors at different levels, so as to serve as an important basis for training and development planning?

With so many talent assessment tools, how to choose the smartest choice for the company?

Practice without theory leads to mistakes

Theory without practice will be empty talk


KANGSHITENG collaborates with TAIOP Taiwan Society of Business Psychology

Strengthen the applicability of the scale, and improve the objectivity of multiple assessments

Combining solid theory and practical application


What is an Assessment?

Assessments are standardized measurement tools.

With scientific tools, Kang Shi Teng Assessment Center measures talents, defines and identifies talents from the three aspects of personality traits, knowledge and experience, and behavior (functions), assists the organization in the inventory and development of talents, and provides enterprises with a more complete Total Solution.

Who needs to use the Assessment?

  • Those who want to adjust themselves to lead thinking actors through thinking integration and behavioral contradictions
  • Those who want to construct and sort out a complete concept of leadership behavior through 180 measurements
  • On the premise of developing subordinates, they want to measure their own leadership types and optimize their own leadership behaviors
  • We are recruiting HR who align with the company’s values
  • Those who want to detect the five dimensions: memory ability, language comprehension, logical reasoning, mathematical calculation, and spatial perception

When do I need to use an assessment?

  • I want to further optimize my leadership thinking behavior
  • Find like-minded partners who share the company’s values
  • Desire to detect abilities that are not visible on school transcripts (Competent)

Measure the benefits

In response to the VUCA era, we will find out the talents with different characteristics in the enterprise, carry out the strategic layout of the enterprise in advance, and contribute to the employment, retention and development of talents

Use human faces

Retain talents

Development Surface


Find the right person

The right place for the right person


combine Solid theoretical and practical application


Exclusive evaluation of Kang Shi Teng

  • Authoritative Theoretical Basis: Five Facets
  • Through the Chinese culture, credibility and validity test, tailored for Chinese enterprises
  • 180 Metrics (Supervisor-Individual-Minister)
  • It can be compared with the outside and the internal norm can also be established
  • Thinking needs to be highly integrated for decision-making to be complete
  • Behavior should avoid contradictions, so that subordinates will not be at a loss
  • Objectively describe the attributes of the behavior, by understanding the obviously slightly higher or slightly lower topics,
    Immediate reflection and adjustment of actions
  • Analyze the leadership behavior of successful leaders on the premise of developing subordinates
  • Based on the four common leadership scenarios: mistakes, obstacles, challenges and crises, the questions are designed to measure the leadership type of the supervisor
  • Give supervisors suggestions for behavior optimization
  • Reduce the time cost of finding the wrong person
  • Find like-minded talent, reduce turnover and increase retention
  • Use the Q Sort method to reduce guesswork and fraud
  • Academic qualifications are not equal to ability
  • Measure abilities that are not visible on school transcripts
  • Five dimensions: memory ability, language comprehension, logical reasoning, mathematical calculation, and spatial perception

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