Assessment centres involve candidates completing a number of different tasks as part of the selection process.
An assessment centre should reflect the reality of the job and the organisation.
The tasks set should link with the job description and person specification.
It must be fair as a selection process regarding the time taken, the number of tasks set and the opportunities for candidates to show different aspects of their abilities.
Depending on the nature of the job, the tasks might include:
- Individual or group work
- Written and / or oral presentations (set in advance)
- Written and / or oral presentations (set on the day)
- Individual or group in-tray exercises
- Individual or group problem solving tasks
- Individual or group role play
- Individual technical tests, such as audiotyping, data input, data sort etc
Group exercises should be as realistic as possible, should outline clear goals and time limited, should require candidates to share information and reach decisions and should require the candidates to pay attention to details within the instructions.
The tasks can be useful for assessing the following:
- competitiveness or co-operation,
- creativity or for building on the ideas of others in a productive manner
- communication and listening skills
- positivity, tenacity and resilience
- decision making and judgement
- leadership skills
- team work
- attention to detail
- analytical rigour
- engaging and influencing skills
- valuing diversity
The tasks set can be a mix of business / job related and non business / work related items, providing that the behaviours that are being assessed remain relevant to the work environment.
There should be a number of senior observers/selectors to ensure greater objectivity through a range of views. Selectors must be trained to observe, record, classify and rate behaviour, and seek evidence accurately and objectively against the job description and person specification. Selectors preferably should also have had some training on interviewing skills and in managing diversity, and have good listening skills. Assessors might also be used to observe and comment on behaviour although they do not necessarily take part in final selection decisions.
A feedback session with either an occupational psychologist or someone trained to deliver professional feedback is of benefit to candidates and indicates the organisation takes selection seriously. The whole process should be perceived as fair by the candidates.
How MBHR Consulting Ltd can help
Using a mix of behavioural activities, ability defining tasks, structured interviews, unstructured interviews, ability tests and personality profiling MBHR Consulting Ltd will design one or more tailor made assessment centres relevant to your positions and organisational needs that you will be able to use on an on-going basis.
Additionally we can also provide guidance and training to your recruiting managers. We will also help you to facilitate your assessment centres until you’re satisfied that you are ready to run them on your own.
We can also signpost you to reputable, tried and tested, value for money training providers that can provide key managers within your organisation with the qualifications to administer and interpret your own psychometric tests.