A comprehensive, objective way to assess individuals’ competencies
I assess individuals in formal assessment centres, for graduate programmes, development purposes and for selection to very senior roles.
Why have assessment centres?
Organisations want rigorous approaches to identify the suitability of candidates and to assess the skills of their managers.
When applying to a role, individuals want to know that they are selected fairly. They are also keen to hear how they are doing against the organisation’s core competencies.
Assessment centres allow a large group of individuals to be assessed in a dedicated place with a dedicated team of specialists in consistent and fair circumstances.
Assessment centres are relevant when two conditions are met: there is a large volume of candidates and the roles are critical for the organization.
Assessment centres are endorsed by experts in organisational psychology and take candidates through a range of exercises, tests and situations relevant to the role considered: group work, presentations, one-to-one interactions and simulation of tasks occurring in the job.
The candidate’s experience, skills and behaviours are measured against benchmarks, which are specific to each organisation.
As a trained assessor I observe the candidate’s behaviours in those situations and I compare them to the organisation’s expectations.
I produce a report that is the basis for company and candidate feedback.
The rigour, depth and breadth of the assessment provide rich information to both parties, based on what has been observed and analysed.
The organisation is able to make better-informed decisions regarding recruitment, development and promotions.
Candidates are able to focus their attention on building their strengths and addressing development gaps.
Feedback after an assessment centre can be a very good starting point for a coaching programme.
Centres exist for
• Graduate recruitment • Recruitment senior roles • Recruitment critical roles • Leadership development programs • High potentials assessments
It is a description of the behaviours and underlying characteristics needed to succeed in an organisation or a role. It covers a range of indicators described in a precise way.
“Assessment/ Development centres have gained wide recognition as a systematic and rigorous means of identifying behaviour for the purpose of recruitment, selection, promotion and development within the workplace.”The British Psychological Society, Assessment Centres Best Practice Guidelines
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