Assessment / Development Centre

Many organisations recognise that selection and development for their people are of paramount importance in order to achieve competitive advantage. Increasingly, a carefully constructed and well-run Assessment or Development Centre can provide a number of benefits to an organisation seeking to improve its approach to the selection and development of their employees, which in turn can help to transform people performance and results!

There are many benefits associated with running a pre-prepared Assessment or Development Centre:

• Reduction in turnover and subsequent recruitment costs (as the most appropriate person is selected for the role at the outset!)
• Identification of “high potential” within an organisation
• Identification of individual strengths
• Identification of individual development needs
• Identification of “skills gaps” within the organisation
• Provision of solid information for Succession Planning
• Provision of a robust process for a future restructure

The purpose of a Centre is to obtain the best possible indication of a person’s actual or potential competence to perform in a specific target job or area of responsibility.

 

The content of a Centre may differ widely depending on the objectives of the programme and can be proactively developed and bespoke to fit an organisations needs.  Typically key factors that we would include in the process;

1. Behavioural based assessments where candidates are evaluated against a pre set of competencies, criteria or job role.
2. Several candidates are observed together, this allows interaction between participants, both in the actual exercises and less formal activities, ensuring that the programme is more interactive as well as more economical.
3. Assessment is via a combination of methods, varying the types and range of exercises and activities.
4. Guidelines for both the candidate and the assessor to ensure all involved know of their responsibilities and the expectations and benefits of the Centre
5. Multiple assessors/observers would be involved to increase both objectivity and impartiality
6. Analysis of data to provide a fair and objective review of all the evidence gathered with the aim of focusing on the candidates overall performance against the competency framework and to identify a pattern or profile of strengths and development needs for each individual

Uses of Assessment and Development Centres

• Recruitment and promotion
• Early identification of potential
• Organisational planning
• Restructuring
• Development of skills

If you want to learn more about introducing, developing and delivering an Assessment or Development Centre, contact us.