Assessment Center

What is an “Assessment Center”?

The Assessment Center (AC) is a method for assessing the development potential in selected domains and the development of certain employee competencies. It consists of different methods and activities combined to obtain quality and concrete information about individuals. It is most often used for managerial positions and in general for jobs that involve solving complex problems and require a complex set of knowledge, skills, abilities and attitudes.

The process takes place under standardized conditions and puts candidates through a combination of group and individual exercises that simulate the conditions of the given job. AC managers evaluate the candidate’s behavior which can then serve as the basis for valuable predictions of the candidate’s potential.

What are the benefits of implementing AC within a team or department?

• It helps in choosing the right person for the job or position.
• It allows candidates to demonstrate their wide range of skills that they might not otherwise be able to demonstrate.
• It provides the candidate with a better understanding of his business role.
• It helps in checking the skills, behavior of multiple candidates at the same time.
• It allows the assessor to assess current performance and predict future performance at the same time.
• It helps distinguish between candidates who appear similar on paper.
• They have the potential to measure a wider range of skills and knowledge than traditional tests and interviews.
• They are a great learning opportunity for both the candidate and the assessor.

Content of the Assessment Center

In order for AC to be of high quality content, we always adapt it to the specific requirements and needs of the organization, that is, to the requirements of the workplace in the context of the desired competencies. During the assessment, participants most often undergo testing and a structured interview, and participate in exercises and tasks that correspond to situations behind the everyday work environment (formed in cooperation with the client), where they are supervised by specially trained observers/assessors, and ultimately receive feedback on their participation, strengths and areas for progress. Participants receive concrete information and advice on how to better use their own potential, upgrade abilities and skills for more successful work and greater personal satisfaction.

Structure and implementation methodology 

1. Job analysis

Getting to know and listing the requirements of target positions in order to define the competencies necessary for effective work:

• conversation with experts from the human resources department
• study job descriptions
• questionnaires for listing the series of activities and key tasks that appear at work
• interviews with individuals who already work in the position for which AC participants are evaluated, with heads of those departments, superiors of the person being evaluated, etc. (if necessary)

2. Determining competencies

This activity is carried out on the basis of a job analysis, and in cooperation with experts from the HR department. The basic competencies that will be assessed through the AC are defined.

3. Designing the Assessment Center

The content is formed in such a way that it corresponds to the needs and goals of the organization, primarily in accordance with the defined competencies and specific requirements of the position.

What methods are used to evaluate candidates?

• Psychological testing.
• Structured interview.
• Exercises and tasks (group discussion on a specific topic, “case study”, candidate presentations on a specific topic, role playing on a specific scenario, situational tests).
• Feedback on results to each participant.
• Feedback on the results and potential of individuals to the HR manager or top management.

If you want to assess the strength of your team or potential of individuals for a specific position, please contact us for a meeting.