Assessment Centres
Choosing the right person to fill a job vacancy can be fraught with difficulties and the costs of making the wrong selection decisions are high (estimates range from 20% to 50% of salary). The more senior the appointment, the more potential there is for the damage to be wide-ranging and long-lasting.
The question then of "How best to select the right candidate?" is answered in two words - Assessment Centres.
Over the years, Assessment Centres have been widely studied and the consistent message which emerges is that well-designed and effectively delivered, they are the best measure of potential in job candidates. The growth in the use of Assessment Centres is strong - recent research suggests that 48% of employers surveyed had used Assessment Centres in some way as a method to select candidates, usually following initial short-listing methods.
In general, Assessment Centres should:
- Be designed to suit the precise requirements of the organisation's needs
- Identify objective Selection criteria (Competencies)
- Utilise multiple Assessment tools (occupational psychometrics, exercises, activities, simulations, tests)
- Provide good validity evidence
- Use trained and experienced assessors
- Benchmark potential candidates
- Deliver quantified feedback to employers
- Be rigorously quality assured and evaluated
Benson Payne will work with you to design and deliver Assessment Centres that demonstrate these characteristics and which:
- Allow you to take informed decisions about the people you bring into your business
- Encourage positive involvement of your line managers in the Recruitment and Selection process
- Support the personal development processes for successful candidates as they progress their careers
- Are viewed positively by all candidates, even those who have been unsuccessful
For more information on how our ASSESSMENT CENTRE approach can help you improve the accuracy, efficiency and value of your recruitment and selection process, contact us
Recruitment, Selection & Assessment
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