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Assessment Centre and Development Centre – About the method

Definition: Assessment Centre/Development Centre are multidimensional processes of assessment of competences that are essential for a Company

OBJECTIVES:

ASSESSMENT CENTRE DEVELOPMENT CENTRE
assessment of competency potential of process participants, their strong and weak points
selection of people with the highest competency potential during recruitment and selection processes identification of developmental needs of the assessed group
selection of individuals that suit best the position during recruitment and selection process support of decision making concerning development paths of process participants
providing each participant with feedback on his or her competency potential

METHOD:

  • During one session we use several group and individual simulation tasks, test assignments, psychological tests, competency based interview as an option
  • One assessment session involves from 1 to 10 participants (optimally: 6-8 people)
  • Session lasts from 4 hours up to 2 days
  • Each participant is assessed independently by at least two experienced assessors during each task. Team of assessors consists of at least 4-6 professionals. Smooth realization of a session in terms of organizational matters is ensured by an administrator
  • People designated by a Client can participate in a session as assessors or observers
  • After a session participants receive feedback in the form of an individual report, which can be discussed during an individual meeting with a consultant

ELEMENTS OF THE PROCESS:

  • Defining of objective and group of participants
  • Distinguishing key competences that constitute the criteria of the assessment, defining of their behavioral indicators and determining their most desired profile (around 6-12 competences)
  • Selection of simulation tasks in order to observe and assess desired competences in the most efficient way
  • Preparation of assessors participating in the project (if a Client designates people to take part in a session as assessors)
  • Organization and realization of assessment session, performance of assessment and reviewing discussion by assessors
  • Elaboration of individual reports on participants (shortened or extended) and group reports – form to be agreed
  • Individual meeting with feedback for each participant (optional stage)
  • Assessment Centre/Development Centre process participants’ results review with a Client, includes – depending on arrangements – e.g. presentation on results of the entire assessed group, detailed review of individual reports, support in designing development plans for process participants etc. (optional stage)

BENEFITS:

  • High accuracy of assessment and in consequence – recruitment decisions
  • Obtaining solid and objective knowledge concerning competences of employees/candidates, possibility of comparing participants in a group
  • Possibility to assess employees in an area beyond their previous scope of responsibilities and in result – possibility of making better use of their potential
  • Defining developmental needs of employees and obtaining a basis for building individual development paths and training plans
  • Increase of employees’ self-awareness in respect to their weak and strong points, incentive for development
  • Building a positive image of a Company as employer that invests in development of employees