How do YOU select employees? Consider an Assessment Center - made up of job simulations, direct observation of candidates in action, a more objective assessment tool, multiple assessment instruments, competency based output. Any job can be simulated. Value is added through direct observation as  opposed to relying on the self-reports generated by personality questionnaires.

USES of Assessment Centers

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 Center is designed to assess the skills that will be critical in the target job.

Why use an Assessment Center?

• 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.

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