• How do YOU select employees?
• Consider an Assessment Centre:-
  • job simulations
  • observe people in action
  • a more objective assessment tool
• multiple assessment instruments
• multiple observers
• rigorous discussion of observations
• competency based assessment

Interviewing alone is little better than flipping a coin.

USES of Assessment Centres

• Selecting employees, identifying potential , measuring development needs, succession planning.
• An effective Assessment Centre simulates the organizational level that participants aspire to reach.
• A failing of many Assessment Centres is a one sided emphasis on assessing analytical ability with too little focus on how particpants would relate to direct reports in potentially confrontational situations.
• Only in such exercises can leadership effectiveness be assessed.
• Leadership of subordinates is quite different from leading in a meeting of peers.
• Hence, group exercises are of limited use for assessing leadership of subordinates.
• A group exercise cannot assess how people use or abuse authority over others.
• The classic problem of whether the best engineer will be the best manager is not resolved using exercises that just look at analytical and general interpersonal skills.
• The point is to ensure that your Assessment Centre is designed to assess the skills that will be critical in the target job.

Why use an Assessment Centre?

• To take the guess work out of selection and development.
• All businesses need to get more out of fewer people.
• Competitive advantage depends on exceptional people
• This means taking extra care to get the right people in .the right roles.
• Interviews alone are not as effective in assessing candidates as using a variety of challenging job simulations.
• If your business really depends on hiring and developing the best people, then effective assessment  should be seen as a major investment.

• Assessment Centres
• Management assessment
• 360 degree feedback
• Succession planning
• Career management
• Two broad employee roles
• Competency profiling
• Performance appraisal
• Developing people
• Executive mentoring
• Developing entrepreneurs
• Redundancy counselling
  

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