Assessment Centres

Multiple assessment programmes, more commonly known as assessment centres are used for selection and development purposes. They are constructed from a range of group exercises, individual case studies, psychometric tests, role plays, themed exercises and structured interviews.

Each exercise is specifically chosen for their ability to predict the individual’s performance in the role, and in some cases are based on real situations experienced in the role.

Typically 4-8 participants will be involved, and 2 trained assessors who understand the exercises, the role, and can assess behaviours. We would however actively encourage client attendance as observers. It is normal for an assessment centre to be delivered within a day, although some can be longer. After the analysis, results are reported back to the sponsor in an objective way, and also to the participant.

Why use Assessment Centres?
They are a well proven way of assessing a participants ability to perform the main functions of a job, or alternatively to identify areas for improvement in current roles, or for succession planning to more senior positions.

A clear indication of performance shortfall is evident, and also it is a unique method of assessing important behaviours in the workplace, especially in group situations, or in pressurised situations. In comparison to traditional interviews which are less valid, Assessment Centres reduce the overall recruiting time and minimise disruption to your day to day activity.

To find out how assessment centres are used in practice, visit our case study area, assessment.

Want to discuss your assessment requirements further? Contact us here.

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