Research has shown that putting candidates through Assessment Centres (AC) dramatically increases the likelihood of getting the right candidate for the job. Blue-chip companies and other large organisations regularly use ACs to recruit key people within their organisations as well as find 'new blood' from outside the organisation. They are increasingly being used also to fill key international roles in new foreign markets or in joint ventures (JVs).
WHAT IS AN ASSESSMENT CENTRE?
The term Assessment Centre refers to a specific process that can be for as little as one day or as much as three days on average. It consists of trained observers assessing the behavioural performances of participating candidates according to a particular client's requirements. This could be for career development or evolution, or for filling a specific post or position or to identify potential candidates with specific skills-sets. The candidates are usually assessed in small groups after going through a pre-selection process. Assessment Centres can include various exercises, in-tray activities, case studies, and more traditional face to face interviews, either in groups or individually.
WHAT IS AN INTERNATIONAL ASSESSMENT CENTRE?
An international assessment centre takes the basic AC process and reframes everything within that process into an international context. In international assessment centres it is very important to take into account the cultural aspects and specificities of the candidates' country of origin, as well as the multi-cultural dimension inherent to international groups and their corporate challenges and processes. As more business organisations globalise, international assessment centres are becoming a clear and proven way to get the right fit for the global operations.
WHY DO ORGANISATIONS CHOOSE TO USE ACS?
In simple terms an AC is a much more reliable and consistent process that traditional job interviews which can be fraught with bias and lack clear structure or process. As a result of this, many business organisations invest in assessment centres processes because they understand that using a well thought-through process is the most accurate and unbiased means of detecting the right people for the business.
WHAT THEY CAN HELP ORGANISATIONS ACHIEVE?
Assessment Centres can be used as an efficient and meaningful solution to a large variety of business situations. They can help organisations:
Research shows that organisations get better candidates than by any other means available. Also, that there is reduced management time and costs are lower as compared to traditional interview processes. Finally, quicker and more confident selection decisions can be made based on actual performance and real-time evidence gathered in exercises, case studies and group simulations.
CONCLUSION
Assessment centres are being used more than ever as they become more sophisticated and adaptable. The future of business organisations is increasingly being forged in them and by them. Any business organisation not using them may not be getting the right people in the right places - something that may harm or hold back their future growth.
WHAT IS AN ASSESSMENT CENTRE?
The term Assessment Centre refers to a specific process that can be for as little as one day or as much as three days on average. It consists of trained observers assessing the behavioural performances of participating candidates according to a particular client's requirements. This could be for career development or evolution, or for filling a specific post or position or to identify potential candidates with specific skills-sets. The candidates are usually assessed in small groups after going through a pre-selection process. Assessment Centres can include various exercises, in-tray activities, case studies, and more traditional face to face interviews, either in groups or individually.
WHAT IS AN INTERNATIONAL ASSESSMENT CENTRE?
An international assessment centre takes the basic AC process and reframes everything within that process into an international context. In international assessment centres it is very important to take into account the cultural aspects and specificities of the candidates' country of origin, as well as the multi-cultural dimension inherent to international groups and their corporate challenges and processes. As more business organisations globalise, international assessment centres are becoming a clear and proven way to get the right fit for the global operations.
WHY DO ORGANISATIONS CHOOSE TO USE ACS?
In simple terms an AC is a much more reliable and consistent process that traditional job interviews which can be fraught with bias and lack clear structure or process. As a result of this, many business organisations invest in assessment centres processes because they understand that using a well thought-through process is the most accurate and unbiased means of detecting the right people for the business.
WHAT THEY CAN HELP ORGANISATIONS ACHIEVE?
Assessment Centres can be used as an efficient and meaningful solution to a large variety of business situations. They can help organisations:
- Identify high potentials amongst a group of managers
- Assess, orientate and design career plans for managers
- Improve the accuracy of selection decisions through observing candidates handling the types of tasks and situations with which they will be faced on the job
- Save time and money by combining selection, assessment and the identifying training needs in the same process
- Select the candidate best-fitted to a position's requirements from a short-list of candidates
- Identify and select staff for key international projects and JVs, where very specific skills are essential
Research shows that organisations get better candidates than by any other means available. Also, that there is reduced management time and costs are lower as compared to traditional interview processes. Finally, quicker and more confident selection decisions can be made based on actual performance and real-time evidence gathered in exercises, case studies and group simulations.
CONCLUSION
Assessment centres are being used more than ever as they become more sophisticated and adaptable. The future of business organisations is increasingly being forged in them and by them. Any business organisation not using them may not be getting the right people in the right places - something that may harm or hold back their future growth.
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