1. Assessment & Development
Centers
July 2012

2. How did it start?
 In the UK 1942, when War Office Selection Boards, had relied
on interviewing officers using selection criteria.
 Surprisingly, a large proportion of those officers it had
predicted would be successful being “returned to unit” as
unsuitable.
 In the USA, ACs were used to select spies during the Second
World War.
 System was so successful.
 In the 50s, AT&T, IBM, GE (research).

3. Interviews Alone
 Interviews have been found to be relatively poor predictors of job
success.
 Selection of a wrong candidate can cost up to 3 times his/her
annual salary (recruitment cost, training cost, lost opportunity
cost).
 Against such costs, tests appear to be relatively inexpensive!

4. How does it Work?
 Determination of competencies critical to the success on the job.
 Participants undertake a series of related exercises where
competencies can be assessed through actual behaviors.
 Specially trained assessors evaluate each participant against
predetermined criteria.
 Each candidate is being observed by several assessor during the
different exercises.
 Assessors integrate the data they collected against positive &
negative indicators for each competency until they reach
consensus.
 Reports indicating strengths and dev. areas
 Feedback Sessions

5. Use of Assessment Center
 Recruitment & Selection – internal & external
 Promotion Process
 Succession Planning
 Diagnosis of Training & Development Needs
 Organizational Planning – identify areas of skills deficiencies - Early
identification of Potential – to optimize talent

6. Benefits of ACs
 Far more accurate, broader range of selection methods to be
used during the process
 Reliably predict future job performance
 Motivated employees (advancement of the organization, and
their own).
 The cost is usually cheaper compared with the potential cost
of recruitment errors or unnecessary training.
 Fair process, ensure that people are selected on the basis of
merit alone

7. Decision Making Factors
When making a promotion or development decision, other
factors should also be considered e.g.
 Performance history.
 Manager feedback.
 Other feedback.

8. OPQ
 This tool gives an insight into a candidate’s work styles and behavior, and
provides unique insight into how an individual’s OPQ preferences will
impact job performance, learning style and development opportunities.
 The results provide detailed information on 32 specific personality
dimensions that underpin performance on key job competencies. They
cover three areas:
– Relationships with People
– Thinking Style
– Feelings & Emotions
 Has a consistency Indicator

9. Example of Assessment Center Exercises
 Group Exercise: Candidates are given a case study for which they
take a certain time to study, then conduct a meeting together &
come up with certain recommendations after gaining consensus.
 Through this exercise candidates’ behavior in meetings is
assessed. Through their behavior competencies such as
communication skills, decision making and leading & supervising
can be evaluated.
Assessor Assessor
Assessor Assessor

10. Example of Assessment Center Exercises
 Analysis Presentation: Each candidate is given a case study to
analyze individually and come up with some conclusions then
present his/her recommendations to an assessor, explaining what
were the basis for these recommendations.
 Through this exercise competencies such as Presenting &
Communicating Information, Deciding & Initiating Action,
Formulating Strategies & Concepts may be assessed.
Assessor

11. Example of Assessment Center Exercises
 Competency Based Interview: Each candidate goes through a
competency based interview to assess competencies.

12. Example of Assessment Center Exercises
 Role Play Exercise: Each candidate is asked to imagine assuming a
certain role facing some problems that he has to resolve.
 Through this exercise competencies such as: communication skills,
leadership & Coaching, working with people and problem solving
are evaluated
Actor
Assessor

13. Example of Assessment Center Exercises
 Other tools are available and used according to:
– The competencies being measured.
– The hierarchical level of participants.
– E.g. in-try exercise, fact finding exercise.

14. Reports Examples

15. How Can We Help you?
 MULTISKILLS Consultants can:
– Design an assessment center according to the client’s objective based
on a certain competency framework.
– Assess candidates and generate individual reports including the areas
of strength and areas of development for each candidate.

16. Contacts
 info@multi-skills.com
 01002507531

17. Thank you!