Organizations today use assessment centers to hire or promote their best talent as they are one of the best methods for evaluating an employee’s potential. They are generally used as a final stage of the selection process or for succession planning and promotions.

What Do Assessment Centers Do?

Assessment centers simulate real work situations and are widely used in identifying individuals who have the best abilities and skills to succeed in managerial and executive roles and to help guide them towards development of managerial skills and talent. Assessment centers are highly useful for hiring & promoting top talent, & succession planning & development.

Benefits Of Assessment Centers

  • The assessment centers usually run up to 6 hours and have 4-6 people per session. It offers valuable insights and benefits including the following:
  • In-depth, wholesome assessment which other methods can not
  • Reliable methods of assessing candidates especially in bulk graduate recruitment with candidates with less or no experience.
  • Interviews, or any other method, taken alone, may be as low as 14% accurate. However, when scores from a combination of different selection exercises is used, their accuracy can rise well over 60%.
  • They are one of the most fair and transparent fair methods of selection, providing equal opportunities for all candidates.
  • They are created to provide hiring managers with a lot more information than any other method can provide.

Typical Skills Measured

  • Verbal and written communication ability
  • Leadership skills
  • Analytical skills
  • Working under pressure
  • Co-operating with other people
  • Numeric ability
  • Teamwork
  • Decision making

The assessment & development center can be used for

  • Selection
  • Batch hiring
  • Promotions & succession planning

A typical assessment center can include:

  • Introduction of participants and candidates
  • Company presentation
  • Individual presentations
  • Coffee break, socializing informally
  • Psychometric testing
  • Situational Judgement Tests
  • In-tray exercise
  • Lunch Break, socializing informally
  • Group exercise, solving a work-related problem
  • Business Games
  • Simulations
  • Interviews, ½ hour, skills-based

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Some of the tests we use