WHAT ARE THE BENEFITS OF USING ASSESSMENT CENTRES INSTEAD OF TRADITIONAL BIOGRAPHICAL INTERVIEWS?
Assessment Centres save businesses time, effort and money by avoiding
costly selection mistakes.
They enable clients to make candidate evaluations that are difficult to
achieve through more commonly applied techniques such as biographical
interviews.
Assessment Centres can identify gaps between current behaviours and future
requirements by:
- Simulating critical aspects of a job role across a variety of scenarios.
- Evaluating objective results rather than subjective feelings.
- Standardising assessments, so that every candidate has the opportunity
to demonstrate their skills.
- By obtaining more accurate, unbiased and detailed information about a participant, the risk of a selection mistake is significantly reduced.
Assessment Centres have high face validity. They are perceived as fair by participants and provide an organisation with up-to-date information on the current and potential capabilities on which to base succession planning.
WHAT IS THE DIFFERENCE BETWEEN AN ASSESSMENT CENTRE AND A DEVELOPMENT CENTRE?
Although Assessment Centres and Development Centres are highly varied,
it is possible to generalise that:
- are part of an integrated recruitment process that will involve candidate
pre-screening.
- have a pass/fail criteria.
- are focused on filling an existing job role.
- tend to be for external candidates.
- address an immediate organisational need.
- focus on what the candidate can do now.
- place less emphasis on self-assessment.
- involve line managers as assessors.
Development Centres
- are linked to individual development plans and performance management
processes.
- do not have a pass/fail criteria.
- are geared to meet the needs of the individual as well as the organisation.
- tend to be for internal candidates.
- address a long-term need.
- focus on career potential.
- have a greater emphasis on self-assessment.
- involve the individual having greater control over the information obtained.
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