Assessment centres
An assessment centre is a concept that involves a group of individuals being observed by a pool of assessors whilst undertaking a series of exercises. Whilst the primary application is for selection and recruitment, they can also be used for development purposes, and the Company uses them for both purposes.
Over an intensive period, usually one-day or two-days, assessors look for evidence that the candidates possess, or have the potential to develop, against the competency profile of the role.
Assessment Centres comprise of a variety of elements, such as psychometric tests, group or individual exercises and interviews. Usually the exercises reflect the job content and business requirements, which may change over time.
The Company uses Assessment Centres extensively as they have been proved to be the most accurate predictor of future performance, and are regarded as being “fair” to all candidates. They are objective and offer a consistency across the selection process. All this can help reduce the likelihood of potentially expensive recruitment or promotion mistakes.
Assessment Centres also offer further opportunities for the candidate to find out about the company and to meet a number of employees, not limited to the hiring manager.
A variety of elements can be used throughout an Assessment Centre. Some of the ones we utilise are outlined below. Exercises will be chosen to best suit the particular role for which the Assessment Centre is being used.
• GROUP EXERCISES
As well as the relevant competencies, Group exercises are used to indicate a candidates capability in teamworking; communication; leadership and problem solving skills
Candidates are normally provided with a business scenario or topic, which they have to discuss and give a recommendation of action to the assessors.
• INTERVIEWS
Interviews remain a key element in Assessment Centres, allowing assessors to probe areas that cannot be easily assessed through other activities
Interviews can be structured competency based or more general biographical interviews.
• ROLE PLAYS
Role plays allow the assessment of how a candidate would approach various situations in practice. Role plays are particularly useful when the positions involve a high level of customer contact.
• WRITTEN EXERCISES
These measure a candidate’s written and analytical skills. With the correct content they can be used also to gauge business analysis skills
• PRESENTATIONS
Presentations are used to assess candidates’ communication and influencing skills. Participants are asked to prepare something either in advance or during the Assessment Centre against a relevant business topic.
• IN TRAY
In tray exercises involve candidates being given the typical paperwork associated with the job they are being assessed for. They are asked to determine the linkages between each item; deal with each item in an appropriate fashion and prioritise the workload
• PSYCHOMETRIC TESTS
Psychometric tests are used to assess candidates for certain personality traits or abilities. They can be divided into ability tests and personality assessment tests.
Ability tests measure an individual’s abilities, for example verbal and numerical reasoning skills or technical skills
Personality questionnaires provide evidence of motivation and personality traits. These are usually used to highlight areas that may be followed up with candidates during interview, rather than a selection tool on its own merit.
If you are invited to an Assessment Centre you should expect to take part in any one of the above exercises.
We believe that Assessment Centres can be a positive, but challenging experience and it is important for us to recognise the time and effort the candidate has put into the process, which is why, post an Assessment Centre, feedback is always offered to both successful and unsuccessful candidates.