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Well designed Assessment Centres contribute more accurate predictions of 'on the job success' than other methods
(Smith, 1988).
Assessment events continue to be used as a core recruitment technique. Research continues to support their value in the recruitment process (Hough & Oswald, 2000).
Our work ranges from the design and implementation of a recruitment process, to the support of one off assessment events.
An example of the work we have done in this area includes a leading edge assessment event we developed for a senior appointment in a well known technology company.
The context
The corporate finance function needed to recruit high calibre employees to meet the demands of a rapidly expanding and growing organisation.
The new recruits need to be able to quickly assimilate and add value. They would be involved in identifying, acquiring and integrating new companies into the organization's global portfolio.
Successful candidates needed to understand the overall business strategy and translate this into actions leading to appropriate business growth and development.
Our response
A leading edge assessment event was developed in partnership with the finance function.
We designed a set of bespoke simulation exercises, typical of the role.. The exercises were integrated to create a seamless day of meetings and reports, capturing the challenging type of day candidates would experience at the company. The added use of appropriate technology and actors for the different exercises promoted a feeling of realism for candidates.
We trained senior managers from the corporate finance function in the skills of assessment and calibrated standards of performance. They were fully involved in the assessment of candidates, and the subsequent decisions to hire appropriate candidates.
The outcome
The outcome was the successful selection of two competent employees, as evidenced by their performance after three months in the role. Candidates and assessors described the event as challenging but enjoyable.
References:
Hough, L.M. & Oswald, F.L. (2000). Personnel selection: looking toward the future - remembering the past. Annyal Review of Psychology, 51.
Smith, M. (1988). Calculating the sterling value of selection. Guidance and Assessment Review
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