Assessment centres
A combination of activities designed to ascertain whether a candidate’s skills, experiences and personal qualities match the organisation’s selection criteria and culture can be known as an assessment centre. Several candidates, usually six to ten, are assessed alongside each other over a period ranging between half a day and two days. Each person is measured individually against observable criteria. The range of activities involved in the assessment can include psychometric testing, a social event, a presentation, one or more interviews and simulation or role-play exercises.
Exercises may involve: a case study or written proposal where issues or problems have to be identified and a plan of action developed; written tasks such as report writing; a role-play scenario; organisational activities such as ‘In tray’ or scheduling exercises; and group tasks which may include a consensus activity, a physical activity, or a group report where the emphasis is on contribution and interaction. For these criteria to be adequately assessed it is important that candidates contribute to the process. Don’t be a bystander!
It is claimed that this type of assessment has the highest level of reliability in determining suitable candidates because the participants are observed in situations that mimic the work tasks to be carried out. A range of assessment techniques gives candidates a number of different ways of expressing themselves and varied opportunities to prove their suitability for the position. For example, a candidate who performed poorly at a group activity may shine in an aptitude test, whilst a candidate who freezes during a one-on-one interview may excel in an oral presentation task thereby making up for lost ground.
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