It is well accepted that previous work performance is the best predictor of future work performance. Yet for most job applicants you will only have an indication of how they did in their last job, which will typically be less complex and demanding than the position you are assessing them for.

The question arises of how you can accurately assess a person’s potential for a position rather than how they did their last job. This is vitally important in situations where you are moving people from delivery into management.

Psychometric assessment, targeted behavioural interviewing and work simulations can all be used in their own right to give useful information on a person’s potential but they are most powerful when they are combined to create an assessment centre.

An assessment centre provides a work simulation that allows structured measurement of the applicant’s competencies against the job. It incorporates group as well as individual exercises to allow you to see how well the applicant will perform both individually and with others at work.

Exercises used in assessment centres include but are not limited to:

  • In-tray exercises
  • Presentations
  • Group discussions
  • Written briefs
  • One-on-one simulations (e.g. counselling an employee or selling to a client)
  • Psychometric tests
  • Interviews

To create an assessment centre, we will either use your existing competency framework or work with you to define the competencies appropriate to the job. We will then select a mix of exercises that will assess each of these in several different ways.

According to your preference, we will either train your staff in assessment or use Human Resources Consulting accredited assessors.

We will provide a detailed report to you on each candidate highlighting their strengths and weaknesses in each of the competencies https://o..fen-oesterreich/. If you desire, we will feed this information back to applicants and will also modify the reports so that they can be used as a development tool for successful applicants.