How did it start? In the UK 1942, when War Office Selection Boards, had relied on interviewing officers using selection criteria. Surprisingly, a large proportion of those officers it had predicted would be successful being “returned to unit” as unsuitable. In the USA, ACs were used to select spies during the Second World War. System was so successful. In the 50s, AT&T, IBM, GE (research).
Interviews Alone Interviews have been found to be relatively poor predictors of job success. Selection of a wrong candidate can cost up to 3 times his/her annual salary (recruitment cost, training cost, lost opportunity cost). Against such costs, tests appear to be relatively inexpensive!
How does it Work? Determination of competencies critical to the success on the job. Participants undertake a series of related exercises where competencies can be assessed through actual behaviors. Specially trained assessors evaluate each participant against predetermined criteria. Each candidate is being observed by several assessor during the different exercises. Assessors integrate the data they collected against positive & negative indicators for each competency until they reach consensus. Reports indicating strengths and dev. areas Feedback Sessions
Use of Assessment Center Recruitment & Selection – internal & external Promotion Process Succession Planning Diagnosis of Training & Development Needs Organizational Planning – identify areas of skills deficiencies - Early identification of Potential – to optimize talent
Benefits of ACs Far more accurate, broader range of selection methods to be used during the process Reliably predict future job performance Motivated employees (advancement of the organization, and their own). The cost is usually cheaper compared with the potential cost of recruitment errors or unnecessary training. Fair process, ensure that people are selected on the basis of merit alone
Decision Making FactorsWhen making a promotion or development decision, otherfactors should also be considered e.g. Performance history. Manager feedback. Other feedback.
OPQ This tool gives an insight into a candidate’s work styles and behavior, and provides unique insight into how an individual’s OPQ preferences will impact job performance, learning style and development opportunities. The results provide detailed information on 32 specific personality dimensions that underpin performance on key job competencies. They cover three areas: – Relationships with People – Thinking Style – Feelings & Emotions Has a consistency Indicator
Example of Assessment Center Exercises Group Exercise: Candidates are given a case study for which they take a certain time to study, then conduct a meeting together & come up with certain recommendations after gaining consensus. Through this exercise candidates’ behavior in meetings is assessed. Through their behavior competencies such as communication skills, decision making and leading & supervising can be evaluated. Assessor Assessor Assessor Assessor
Example of Assessment Center Exercises Analysis Presentation: Each candidate is given a case study to analyze individually and come up with some conclusions then present his/her recommendations to an assessor, explaining what were the basis for these recommendations. Through this exercise competencies such as Presenting & Communicating Information, Deciding & Initiating Action, Formulating Strategies & Concepts may be assessed. Assessor
Example of Assessment Center Exercises Competency Based Interview: Each candidate goes through a competency based interview to assess competencies.
Example of Assessment Center Exercises Role Play Exercise: Each candidate is asked to imagine assuming a certain role facing some problems that he has to resolve. Through this exercise competencies such as: communication skills, leadership & Coaching, working with people and problem solving are evaluated Actor Assessor
Example of Assessment Center Exercises Other tools are available and used according to: – The competencies being measured. – The hierarchical level of participants. – E.g. in-try exercise, fact finding exercise.
How Can We Help you? MULTISKILLS Consultants can: – Design an assessment center according to the client’s objective based on a certain competency framework. – Assess candidates and generate individual reports including the areas of strength and areas of development for each candidate.