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Assessment Centers for Recruiting and Human Resource Development

Assessment Centres were built to watch candidates in certain situations and to be able to evaluate their skills. These centres are often used to be able to make a first choice in terms of potential applicants for a job, but these centres are also utilized in human resource development and the evaluation and choice of executive managers.

Usually a single AC consists of 6 – 12 participants. These candidates will be evaluated by a number of observers using a couple of defined criteria. These observers could be personnel consultants, personnel managers and/or special team leaders. A host is leading through the event. This Assessment may take one to three days. By taking several tests and exercises, the candidates will be testes in terms of skills which are necessary for the job. Thins may include capacity for team work, managerial skills, customer service skills, assertiveness, presentability etc. The most well-known tests are:

• Self-presentation of the candidate
  The participants shortly introduce themselves with their full name and current job. In some ACs the candidates interview and present each other
• Structured Interviews
  All questions are basic questions and equal for every candidate. The succession has already been defined. You will partially have to decide between various answers already given to you
• Discussion Group
  The participants have to discuss about a special topic and will eventually have to define a result of their discussion. Sometimes the candidates have to play different roles, e.g. the seller, buyer, a member of the worker’s council or manager
• Intray Exercise
  This is a written test consisting of various exercises in written form (phone notes, e-mails, letters). You will have to prioritize them, bring them into an order of eradication and define the type of eradication. (e.g. Delegation)
• Role Plays
  In connection with the vacant position, typical situations will be exercised. This can include customer complaints via phone, acquisition dialogues, conflict discussions or appraisal interviews. The candidate will play a defined role; another candidate will play the counterpart for all candidates
• Presentation / Speech
  Alongside a prepared presentation about a certain topic, many ACs require an off-the-cuff speech. The candidate has only a couple of minutes to prepare his speech and then has to speak about a certain topic
• Psychological Testing
  Within ACs, personality tests such as the Bochumer Inventar zur berufsbezogenen Persönlichkeitsbeschreibung (BIP) are often exercised

After the AC the results are being evaluated. The candidate will receive a feedback on his results a couple of days later. He will be told about his strengths and weaknesses.

Assessment Centres are subject to controversy. Only a good preparation of the company and an excessive training of the observers can guarantee usable results. It is also subject to controversy to what extend the AC is able to determine the personality traits and competences necessary. Yet on the other hand, there are no methods which can be regarded as more informative, and assessment centres are wide-spread.

• Prepare yourself well for the AC. Practice the tests by reading appropriate literature or attend trainings, e.g. offered by universities. Practice off-the-cuff speeches. Include methods of presentation
• Gather information about the requirements of the job you will apply for. What skills are required? Team Work or managing skills?
• Focus on the exercise itself. Do not care too much about the observers
• Do not act arrogantly or dominantly. Listen carefully and make your points clear
• Try to control your nervousness
• Ask if you did not understand the exercise properly
• Consider that you are being watched all the time. Impudent behaviour is therefore inappropriate
• Think about your clothing style. Common business wear will always be a right choice, while casual clothing might not
• Keep calm. All of these tests are defined to get you under stress and time pressure. Remember that every other candidate has to deal with the same struggle
• Do not play some role. Be yourself
• Should you receive a negative feedback, ask yourself if the AC has been reputable. Remember that your results could be completely different with other ACs and different exercises

• Checklist for an assessment center

• A preparation guide for the assessment center method by Tina Lewis Rowe