Assessment Center
What is an Assessment Center?
An Assessment Center (AC) is one of the most effective methods of evaluating candidates, minimizing the risk of hiring the wrong person and the associated costs. This method is used both in external recruitment processes and in the processes of selecting the best internal candidates in the organization. The aim of the Assessment Centre session is to assess the candidate’s competences, attitudes and behaviour in simulated, real-life professional situations.
Importantly, during the Assessment Centre sessions, candidates not only perform tasks related to their future job, but also have the opportunity to experience working in conditions close to real life, which gives the employer a comprehensive view of their skills and reactions. Unlike competency tests, which are based on self-assessment, the Assessment Centre allows for an objective analysis by the assessment team.
The Assessment Centre method – when is it worth reaching for it?
The Assessment Centre method is based on a variety of tasks that reflect the real professional challenges that the candidate may encounter in their work. These tasks include, m.in individual tasks, group tasks, case studies, analytical ability tests, creative thinking tests and psychological tests. Each of these tasks is designed to assess soft skills such as teamwork, conflict resolution, leadership skills, and interpersonal competencies.
The Assessment Centre also uses case studies in practice, which allows for the assessment of problem analysis skills, as well as intelligence tests and psychometric tests that check the cognitive abilities of candidates. During the session, candidates may also be assessed in the context of dealing with time pressure and making recruitment decisions in situations that require quick decision-making.
The key to preparing a professional and tailored AC session is a good relationship between the company and the partner, who will be responsible for developing and then carrying out the assessment process. It is very important that the relationship is based on partnership, mutual trust and openness – explains Anna Kurczewska-Formela, acting Director in the Recruitment Department, LeasingTeam Group.
It should be remembered that AC may prolong the recruitment process. This is due, for example, to the need to plan additional time in the recruitment process to conduct sessions with participants, evaluate assessors and provide feedback to candidates. Depending on the level of the position for which the recruitment is conducted, the session may last 1, 2 or even 3 days. Usually, the higher the position, the longer the AC time. Assessors should make sure that the candidate spends no more than 8 hours on a single day, as fatigue can have a bad effect on the results.
When we have a dilemma about which candidate is the best
Often, in the process of recruiting for positions with a high level of responsibility, such as managerial, directorial or managerial positions, companies are faced with a difficult choice between several great candidates. The Assessment Centre allows for an objective assessment of candidates’ skills, allowing them to be directly compared in the context of key competencies for a given position. The evaluation team monitors their behaviour during the group task, as well as individual case studies, presentations and analytical tests, which gives a more complete picture of their true potential.
When we care about an objective assessment
One of the main advantages of the Assessment Centre is the impartiality of the assessment. Thanks to the fact that the assessment process is carried out by assessors not related to the company, it is possible to obtain an objective view of the candidates’ skills. The fact that the candidate cannot prepare for the assessment at the Assessment Centre means that this method minimizes the risk of employing a person who does not meet the actual requirements of the position.
Especially in the case of recruitment for higher positions, the proper filling of which is crucial for the proper functioning and subsequent development of the organization, the cost of employing the wrong person may significantly exceed the cost of using the AC method in recruitment – says Anna Kurczewska-Formela.
When we want to observe the competencies of candidates in real professional situations
The Assessment Centre allows you to observe candidates in simulated professional situations that reflect their daily work. Thanks to this, it is possible to check how the candidate reacts to time pressure, how he deals with conflicts, or how he takes on the role of a leader in situations requiring a quick decision. This type of assessment is extremely valuable, especially when recruiting for leadership positions that require exceptional interpersonal skills, such as employee motivation or goal-based management.
Thanks to AC, we obtain valuable information on the basis of which it is possible to predict how the future employee will find himself in the new organization and how he will work. Properly structured tasks will help to make visible what is the motivation to work, attitude and competences of candidates – says Anna Formela from LeasingTeam.
When we care about the image of a professional employer
The use of AC is time-consuming and expensive, and its price depends on the level and number of positions evaluated, as well as on the competencies that will be evaluated. The approximate cost of AC can range from one and a half to several thousand zlotys for each participant in the process. On the other hand, the high accuracy of the AC method in the candidate’s assessment compensates companies for the costs incurred in connection with the possible employment of an unsuitable person, such as re-conducting the entire recruitment process, training a new person, and the cost of time commitment of employees introducing a new person to work.
Professional preparation and conduct of the AC process in an organization can have an impact on the employer’s image. The very fact that a company is ready to invest in an additional tool may affect its positive perception by participants in the recruitment process – sums up Anna Formela.
Assessment Centre Session Rules
Assessment Centre sessions are organised in highly controlled conditions, and participants must complete a variety of tasks that reflect the requirements of the position. During the session, participants are evaluated by an evaluation team that analyzes their behavior, decision-making and the way they perform tasks. The participant’s task during the session is not only to solve the problem, but also to show their strengths and soft skills, such as the ability to work in a group or resolve conflicts.
Costs and benefits of using the Assessment Centre method
Although the costs of an Assessment Centre session can range from a few to several thousand zlotys per person, this investment brings great benefits. First and foremost, a professionally conducted session allows you to hire the best-suited candidate, which reduces the risk of wrong hiring decisions, such as hiring someone who doesn’t fit the job requirements. In addition, thanks to advanced competency tests and psychometric tests, the organization gains a more accurate picture of the candidate’s skills in the context of their potential in a given work environment.
What are the disadvantages and limitations of the Assessment Center method?
Although the Assessment Centre has many advantages, it is not a method suitable for every situation. Depending on the level of the recruited position and the specifics of the organization, its application may be associated with certain challenges.
Costs and time consumption – Assessment Centre is a method that is associated with high costs and requires proper preparation. Organizing an AC session can consume significant resources both financially and in time. The organization of the session, the development of tests, the employment of appropriate assessors and the time spent by the participants are elements that affect the cost of this process. In addition, the assessment process is time-consuming – the session itself can last from a few hours to several days, depending on the level of the position. Therefore, not every company can afford to fully implement this method in every recruitment.
Lengthening the Hiring Process – As mentioned earlier, the Assessment Centre process can increase the recruitment time. This requires planning additional steps such as task preparation, selection of candidates for the session, evaluation of results, as well as providing feedback. Often, in the case of recruitment for managerial or directorial positions, the session can last up to several days. As such, the organization must be ready to take a flexible approach to the recruitment schedule and ensure adequate time management for both candidates and members of the assessment team.
Requires professionalism in conducting – In order for an Assessment Centre to be effective, its organization and conduct must be professional. The assessment team that monitors the candidates’ behaviour must be well prepared and have the appropriate experience to properly assess the candidates’ behaviour in simulated situations. Insufficiently trained assessors may fail to notice important aspects of candidates’ behaviour or carry out the assessment in a biased manner. In addition, poorly prepared tasks may not reflect real challenges, which will reduce the value of the assessment results.
Application of the Assessment Centre in various industries
The Assessment Centre method is relatively universal, but its use varies depending on the industry and the position for which the recruitment is conducted. For example, in the IT industry, AC sessions may focus on technical testing, problem-solving tasks, and analysis of analytical and logical thinking abilities. In the financial industry, these can be simulations of negotiations with clients, math tests and assessment of budget management skills. In the sales industry, on the other hand, interpersonal competencies will be important, such as the ability to build relationships with customers, cope with stress and communicate effectively.
When recruiting for managerial or managerial positions, the Assessment Centre allows you to assess skills such as leadership skills, motivating the team, resolving conflicts, delegating tasks and managing by objectives. Thanks to this, the assessment process is adapted to the specifics of the required competencies for a given position.
Summary
The Assessment Centre is an advanced recruitment method that allows for an accurate and objective assessment of candidates’ competencies in the context of real-world professional challenges. With skills diagnostic tests, individual tasks and group tasks, the Assessment Centre provides a comprehensive view of candidates’ skills, such as leadership skills, soft skills and analytical skills. Although expensive and time-consuming, it is a tool that is definitely worth considering when recruiting for managerial or managerial positions to ensure that the company has access to the best candidate.
