Assessment & Development Centres

What are they?

Assessment Centres are a rigorous and reliable way to select candidates or assess training need. They involve a series of work samples or simulation exercises that individuals complete over a timed period which can last from a couple of hours to a number of days.

The purpose of any assessment centre is twofold:

to enable you to get a more accurate insight into an individual’s strengths and areas for development than can be gained merely from an interview
to enable the individual to get an insight into the organisation and the competencies required to be effective in a particular post

Whereas an assessment centre is used for the selection of new employees (either external or internal), a development centre is focused on supporting the personal development of existing staff.

Key features of =mc assessment and development centres

Multiple competencies – an up-to-date competency model for either the specific job or for the level of post (e.g. graduates, senior managers) forms the basis of any =mc assessment centre.

Competencies need to be defined down to specific behaviours that one would expect to observe either visually or in written outputs from participants.

These competencies also need to be linked to a rating scale so that the observers are clear about what is outstanding, acceptable and unacceptable performance.

Multiple exercises

Participants are asked to complete a series of exercises. The exercises will be chosen on the basis of the up-to-date competency model. Exercises can include some or all of the following:

Psychometric assessments
Group exercises
Written exercises
Presentation/roleplay
Interviews

Multiple observers

Observers can be drawn either from within your organisation or from external resources such as =mc consultants.

The observer’s role is either to participate actively in or observe exercises, role plays, and interviews, or to mark output from written exercises.

They also contribute their observations during the session at the end of the event to either make decisions about appointments (in the selection scenario) or to give individuals feedback on all aspects of the development centre.

=mc can train observers in terms of the skills they need and the content of the centre.

How =mc can help

Assessment Centres

At =mc we have the expertise to help write job descriptions and person specifications, scope and design competency models, design and pilot exercises and run the assessment and development centre process in conjunction with the interview panel.

Development Centres

=mc can provide the total solution to understanding individual training needs, advising on management training solutions, run the development centres and evaluate their impact.

For more information please contact:

Julia Bellingham
Principal Management Training Consultant
Tel: +44 (0) 20 7978 1516
Send an email