Introducing Assessment CentresRoxana Spencer: Organisational Business partner - Talent

30 January 2013

Choosing the right candidate

How do you ensure the one that stands out at interview…

Does not become the nightmare of the

future?

The assessment centre – the best predictor of performance?

Hunter & Hunter, 1981; Robertson and Smith, 2001 (Gaugler et al, 1987).

1.0

Perfect Predictor

0.70.60.50.40.30.20.10.0 0.8 0.9

Assessment Centres

Ability TestsStructured Interviews

AgeGraphology

Biodata

PersonalityQuestionnaires

ExperienceEducation

ReferencesUnstructured Interviews

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

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 …

Greater recruitmentsuccess 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

Other uses for Assessment Centre activities

• Volume recruitment• Tailored recruitment • Re-organisation• Personal development and assessment of

potential• Team-building

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

For more information please contact

Ritika Singh– ritika.singh@croydon.gov.uk– Extension 88912