Holtrop is a consultancy firm, established in Haarlem (the Netherlands – Amsterdam area) in 1960. Our speciality is determining the suitability of candidates for specific functions and specific organisations. As a result, we advise candidates regarding the development of their careers and organisations regarding appointments, placement and their policy on personnel and organisation. In addition, we give advice with regard to the structure of an organisation, the development of managers within it, the mode of governance, and the techniques for cooperation.
We are known in the market place as an office that is concise and sharp in its judgements, businesslike and no-nonsense in its approach, with enterprising psychologists and management consultants with a good feeling for personal chemistry. We build up long-lasting relationships with our clients in several sectors and branches.
Our services extend from psychological assessment, coaching & career advice, up to counselling and (management) audits.
The assets of our firm include:
• continuity of relations with both clients and candidates
• psychological and industrial expertise
• ‘people deal with people’
• objectivity and integrity.
A proper match between the person, the organisation and the position is essential in order to realise the goals of the organisation (the organisation’s interests). Moreover, the individual is given the opportunity to develop in an environment that does justice to his or her capacities and ambitions (the individual’s interests). We can therefore speak of a ‘win-win situation’.
A proper diagnosis, based on the results of a psychological assessment study, is therefore especially valuable and is a scientifically proven technique.
Since its founding in 1960, Holtrop has been able to assess more than 45,000 candidates at all levels and in a variety of functional relationships in several fields of industries.
A continuous orientation on the labour market, empirical product development, as well as the assessment of standards and results (verifying and validation), form a part of the thought and work discipline of every consultant.
We distinguish between the following types of assessments:
The suitability and potential for a particular position depend on factors such as intelligence, capacities, the structure of the personality and skills. During the selection assessment, a programme is drawn up that is specific for the position in question. On the day of the assessment the candidates are given cognitive and intelligence tests, personality questionnaires and other questionnaires, are asked to take part in role playing, and are subjected to one or more interviews.
Within a few days an assessment report is sent to the client and the candidate.
By carrying out a developmental assessment, we make a contribution to the further development of the candidate’s career. The candidate’s potential, the direction of his development and his developmental needs are charted on the basis of the level of competence and skills.
So that the best possible contribution can be made to the management development policy, the further possibilities are discussed in a personal conversation involving the psychologist, the candidate and the client; this may result in a personal development plan (PDP).
When there are larger numbers of candidates, it is sometimes desirable and practical to let the assessments take place on-site (for a half or whole day). Departments or sub-departments can then be assessed in a short time as part of the provision of selection or career advice. Holtrop also performs in-company assessments under the heading Assessment & Development as part of a personnel audit when there are major changes in the organisation.