Assessment Centres – A multi-assessment recruitment tool

Assessment Centres – A multi-assessment recruitment tool

Assessment Centres (AC) are not places. An AC can be considered an event at which a job candidate is subjected to a battery of assessments in order to be evaluated against an established set of skills and competencies that are required for successful performance on the job.

Despite being a mouthful to describe, ACs offer a multi-perspective view of a candidate’s suitability for the job. How do they do this?

• They are designed and based on a job analysis that determines the competencies needed for the job
• They involve a number of assessment methods in order to observe a candidate from multiple viewpoints

ACs need not be long arduous processes. They can take anything from 3 hours up to a full day or two. It all depends on the amount of tasks the candidates have to go through. Some of these can be group discussions, role plays, psychometrics, written exercises, and interviews. It all depends on the type of position being recruited for and the company’s needs.

Assessing candidates this way offers unrivalled insight into their suitability for the job role. All the results from the various assessments are collected and used for evaluation. Examining candidates in this manner offers an in-depth look into their various skills and competencies, and provides them with an opportunity to excel and show the company what they can really do.

With the ever-increasing concern in today’s business climate about the acquisition of the best talent available, it becomes evident that assessing candidates in the most accurate way is of great importance.