Top 10 ways to get most from assessment centres
HAVE YOU PLANNED THE ASSESSMENT CENTRE?
Decide whether you want to use an assessment centre when you plan the recruitment
process.
Book a venue in plenty of time and ensure it has enough space and rooms.
ARE YOU CLEAR ABOUT THE PURPOSE OF THE CENTRE?
Is the centre for development purposes or selection?
Know what you want to achieve. Without clear objectives the centre may not
deliver what you want.
ARE YOU SURE OF WHAT YOU WANT TO ASSESS?
It is important to use appropriate job documentation to identify the criteria/competencies
which are key indicators of successful performance in the job.
ARE THE EXERCISES RELEVANT?
It is good practice to try to ensure that each criteria/competency is measured
at least twice.
Have you considered using off the shelf and/or tailor made exercises?
Interpersonal skills are best measured through practical exercises. What are
you using?
One of the most common complaints that candidates have is that the exercises
are not relevant to the job they are applying for.
Don’t just use a set of exercises because you are familiar with them,
they may not be relevant to all jobs.
HAVE YOU BRIEFED THE CANDIDATES?
Let candidates know in plenty of time. Letters to invite candidates should
tell them what to expect as well as specific details about the date and location.
Short notice guarantees, some will not attend.
If possible, give candidates examples of what they can expect. This will reduce
their concerns and anxieties.
Remember, you may need to make reasonable adjustments for individuals with
special needs or disabilities.
Tell candidates what they may bring with them such as calculators, lap tops
and of course items such as spectacles and hearing aids.
ARE ALL YOUR ASSESSORS TRAINED?
Make sure the assessor team have practised assessor skills.
Poor assessor skills is the most common failing of assessment centres. This
also includes those who are involved in the traditional interview.
Make sure the assessors are familiar with the exercises, assessment criteria
and evaluation schemes.
HOW WILL THE ASSESSMENT CENTRE BE MANAGED?
Is all the documentation ready for the centre? Plan ahead so there are no
last minute panics.
It is important to nominate an assessor to lead the centre process.
It may also be helpful to have a coordinator or administrator for the centre.
HOW WILL THE ASSESSOR DISCUSSION BE MANAGED?
Allocate time after the centre to pull together all the information gathered.
It may be helpful to elect a chair person to manage the time and the process.
ARE YOU PROVIDING FEEDBACK?
Decide before hand who will receive feedback. It is good practice to give
participants feedback.
The feedback to both clients and candidates should be CRIMSON – constructive,
relevant, informative, measurable, specific, objective and non-judgemental.
Remember, you get much more from an assessment centre than a robust discussion
on who you appoint. Make sure the recruiting manager receives a comprehensive
report that will facilitate induction and any development.
DO YOU EVALUATE AND MONITOR YOUR PROCESSES?
Monitor what you are doing to ensure the process is fair and measuring what
you think it is measuring.
Validation is an integral part of the process.
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