An assessment centre is a form of recruitment in which candidates are assessed in a group. It is a specific step in the recruitment process which was once used primarily by armed forces or secret services but is now present also in the corporate world. Candidates must perform certain tasks in a group, while HR specialists observe them and subsequently assess their team work and their ability to communicate in a group. Here are five tips for HR specialists on the successful organisation of an assessment centre.
Decide what you want to find out through the assessment centre
According to HRZone, you must first of all determine what you want to find out through your assessment centre and which traits of candidates you actually want to assess. You must then construct the centre as a whole with these aims in mind. Only then will you obtain relevant data.
Get help from colleagues and distribute roles among yourselves
An assessment centre requires multiple HR managers be present. Ask colleagues for help. In an ideal case, there should be at least three representatives of the employer involved: one of them organises what is happening and communicates with participants; the other two observe the candidates and write down their observations.
Choose tasks that put the candidates on the verge of stress
The aim of the assessment centre is to show how individual candidates operate in a group during unusual or critical situations. Start slowly and increase the pressure gradually, for example by raising the difficulty level of tasks, unexpectedly changing the assignment or shortening the available time.
Intervene only in exceptional cases
Once you have precisely assigned the task, try not to intervene. Even if the group gets stuck, it is a good opportunity for you to see how the candidates will handle the situation and whether they will be able to communicate with one another.
Analyse your observations carefully
Once the assessment centre is complete, assess all the notes and observations in an objective way. Compare your findings with those of your colleagues and talk about the traits of the individual candidates. Pay attention even to those candidates who are not the loudest in the room and do not necessarily stand out when working in a group.
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