Assessment Centres FAQs
What is an Assessment Centre?
An Assessment Centre consists of a number of different activities which measure competencies directly relevant to the role in an objective manner. For example communication skills, team working and problem solving might be assessed. Typical Assessment Centre exercises are in-tray exercises, group exercises, technical case studies, problem solving activities or role plays. By measuring competencies in a number of different ways, the likelihood of making sound hiring decisions is increased.
Why should Companies use Assessment Centres instead of just interviews ?
Research shows that, if interviews are...
- not well structured
- conducted by staff with inadequate training
- used as the sole selection tool
... then the decisions made on the basis of interviews may only predict performance in the role to 15% accuracy. By using a range of selection methods, Assessment Centres reduce the risk of hiring someone who doesn't "fit" the role or the organisational culture.
What is the difference between an Assessment Centre and a Development Centre?
An Assessment Centre assesses candidates who have applied for a role in a company (these can be internal candidates, external candidates or a mix of both). A Development Centre assesses candidates who currently work in a company and provides information on how they are currently performing, potential for the future and development needs.