What are assessment centers?
An assessment centre is usually an all day event (or longer) which forms part of the latter stages of a company's recruitment procedure. Employers want to find out how you perform in different situations and devise activities to test you in various ways.
What can I expect to happen at an assessment centre?
Various activities - but you are unlikely to face everything listed here at one assessment centre
Second interview - a second interview will focus on any doubts or weaknesses that were raised in the first interview Chance to meet recent graduate recruits - even if you're told that this isn't being assessed, don't relax too much! Use the opportunity to find out about the actual work, a typical day, the change from student to working life etc
In-tray exercise - the scenario is that your boss has been taken ill and you have to sort through the papers on his/her desk with the aid of a diary and organisation chart Aptitude or psychometric tests - many employers run verbal and numerical reasoning tests - these are held under strict exam conditions. Practise in advance, declare any disability (including dyslexia) and mention if English is not your first language before the test begins. Diagrammatic reasoning tests are used mainly in computing posts
Group exercises - these may be practical, discussion based or physical activities
Presentation - You may be notified of a topic in advance or given a subject during the assessment centre. Remember that the style of your presentation is as important as the content.
Group discussion - You may be asked to discuss issues of current importance to the profession or sector or current news items. Prepare by keeping up to date with the news and researching the sector, other organizations within that sector etc.
General rules for assessment centres;
Never give up - even if one person seems to be doing everything perfectly
Don't panic if you do badly in one aspect. If you do well in others, your overall assessment may still be good.
Speak clearly, observers may be behind you in group exercises
Don't compare yourself with others - employers recruit to a standard, not a quota
Get involved in all activities
Beware of the free bar!
WHAT IS DEVELOPMENT CENTER?
â€¨Development Center (DC) is a highly reliable modern method for mapping the competences of your employees and defining their future development plans.
We typically prepare one- or two-day program for our clients' DCs. As part of the program, employees participate in individual and group situations (model situations, case studies, job psych diagnostics, etc.) that correspond to the competences necessary for success in the given position in the given organization.
Our clients most often use DC as an efficient tool in the following cases: creating personal measurable development plans, identification of internal talent, support of talents' further growth and development of management skills in employees on managerial positions.
HOW WILL DEVELOPMENT CENTER HELP THE COMPANY AND EMPLOYEES?
â€¢ You will get reliable and relevant information about the strengths and weaknesses of your employees that you would not be able to identify otherwise.
â€¢ You will be able to set precisely targeted development activities (training, coaching, mentoring) focusing on areas identified in the Development Center as requiring growth improvement, thus increasing your return on investment in employee development.
â€¢ You will be able to compare employees.
â€¢ Participants will be able to learn by imitation (participants often state that DC is a useful development experience).
â€¢ DC increases the competence of internal evaluators.
â€¢ DC will be accepted by your company as a fair and reliable method of HR decision making.
WHAT IS TYPICAL FOR OUR APPROACH?
Complexity: We work on the entire process - we help clients define the required competences, we develop suitable forms of internal communication, we design and implement DC including feedback to all participants, we help companies develop the form and content of personal development plans.
Careful analysis of the client's needs: Before each DC, we carefully investigate the objectives and aims of each project, all relevant circumstances, competences necessary for the performance of the specific position in the specific company, the client's expectations of a suitable DC design, etc.
Professionalism: When implementing DC, we use teams of experienced professional facilitators, evaluators and, if necessary, actors.
Specific and targeted activities: We always adapt activities according to the specifics of the position and the company. We use activities that best map the given competences.
WHAT DCs DO WE OFFER?
â€¢ Individual DC
â€¢ Group DC
â€¢ DC with outdoor activities
â€¢ One-day long DC
â€¢ Two-days long DC