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Introducing Assessment Centres Roxana Spencer: Organisational Business partner - Talent 30 January 2013.

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Presentation on theme: "Introducing Assessment Centres Roxana Spencer: Organisational Business partner - Talent 30 January 2013."— Presentation transcript:

1 Introducing Assessment Centres Roxana Spencer: Organisational Business partner - Talent 30 January 2013

2 Choosing the right candidate How do you ensure the one that stands out at interview… Does not become the nightmare of the future?

3 The assessment centre – the best predictor of performance? Hunter & Hunter, 1981; Robertson and Smith, 2001 (Gaugler et al, 1987). 1.0 Perfect Predictor Assessment Centres Ability Tests Structured Interviews Age Graphology Biodata Personality Questionnaires Experience Education References Unstructured Interviews

4 What is an Assessment Centre? Assessments evaluate multiple competencies/behaviours using a number of standardised tools Role Plays Numerical reasoning Personality questionnaire Fact finding “In tray” exercises Written analysis Verbal reasoning Can be used to eliminate candidates Multiple assessors are involved Multiple candidates or are observed at the same time Group exercises Better used to create a holistic view

5 How does it work for me? Decide the role and competencies to be assessed Meet with Talent Consultant to discuss your needs Select off the shelf or design bespoke exercises The assessment centre can range from an hour upwards Measure effectiveness through retention rates Consultants can also feedback to candidate Consultant attends a wash up session to feedback to managers Choose from a full range of exercises: role play, writtens …

6 Greater recruitment success due to: Linking exercises with the role requirements 9/10 employers feel they are very effective *research conducted by Personnel Today large window of opportunity for employer and employee to sell themselves All-round assessment across a number of competencies Introduction of real work scenarios ( either off the shelf or bespoke) High predictability & reliability

7 Other uses for Assessment Centre activities Volume recruitment Tailored recruitment Re-organisation Personal development and assessment of potential Team-building

8 Cost Benefits Cost varies according to the number of candidates, number of activities and time taken A professionally designed assessment centre will pay for itself through: –Low turnover –High performance predictability –Making you less vulnerable to cases of complaints/discrimination in the recruitment process –Legally defensible process

9 For more information please contact Ritika Singh –Extension 88912


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