An assessment centre is a comprehensive and rigorous evaluation process that is designed to assess the skills, competencies, and potential of candidates for leadership roles.
The assessment centre typically involves a combination of assessments, such as psychometric tests, competency-based interviews, case studies, role-plays, and group exercises. These assessments are designed to evaluate a candidate’s ability to lead and manage teams, solve complex problems, communicate effectively, and demonstrate strategic thinking.
The assessment centre process is typically conducted over the course of one or two days, and involves multiple assessors, including senior leaders and subject matter experts. The assessors observe and evaluate the candidates’ performance throughout the process, and use a standardized scoring system to ensure consistency and objectivity.
The goal of the assessment centre is to provide a comprehensive and accurate evaluation of a candidate’s potential for success in a leadership role. By using a range of assessments and involving multiple assessors, the assessment centre helps to minimize bias and subjectivity in the hiring process, and provides hiring managers with valuable insights into a candidate’s strengths, weaknesses, and potential for growth.
Popular Assessment Tools
Psychometric tests – These are standardized tests that assess a candidate’s cognitive abilities, personality traits, and behavioral tendencies. Examples include the Myers-Briggs Type Indicator (MBTI), Hogan Personality Inventory (HPI), and Watson-Glaser Critical Thinking Appraisal.
Competency-based interviews – These are structured interviews that assess a candidate’s skills, knowledge, and experience in specific areas relevant to the leadership role. Questions are designed to elicit specific examples of past behavior and performance.
Case studies – These are simulations of real-life business scenarios that require candidates to analyze information, make decisions, and provide solutions to complex problems.
Role-plays – These are exercises where candidates are asked to play out specific scenarios that they may encounter in a leadership role. This allows assessors to evaluate a candidate’s ability to communicate effectively, influence others, and demonstrate emotional intelligence.
Group exercises – These are activities that involve candidates working together in teams to solve problems or complete tasks. These exercises allow assessors to evaluate a candidate’s ability to collaborate, lead, and communicate effectively.
Some popular providers of assessment centre tools and tests include SHL, Hogan Assessments, Korn Ferry, and Talent Q.
