Wouldn’t it be great to be able to observe the behaviour of a person before you actually employ them. Imagine you were a “fly on the wall” at the group meeting your potential recruit is having at this very moment in their current workplace.
We observed this behaviour in an Assessment Centre group exercise we facilitated and it shows a distinct benefit of an Assessment Centre approach. You actually see their behaviour.
The International Task Force on Assessment Centre Guidelines (2000) provides the following guidelines on what an Assessment Centre should encompass.
Importantly the Task Force emphasises the need for a thorough job analysis , the training of assessors and the use of multiple methods and simulations (behavioural exercises).
The following outlines some of the assessments used and types of behavioural exercises that are often included:
Many different methods are utilised to measure the desired behaviours from multiple sources, these assessments may include:
Job related simulations or behavioural exercises are designedtoelicit overt behavioural responses from the participant. Examples of types of simulations that can be used are:
A well designed and implemented Assessment Centre has significant benefits for an organisation which include:
It is important to note that the Assessment Centre method may not always be a suitable approach especially if there are other more cost effective and valid approaches are available or when there is no buy-in from managers to the process.
It is also not recommended to implement an Assessment Centre or Development Centre process unless you have enough time to: