In a nutshell, assessment centers implement a combination of tasks and activities that test a candidate’s suitability to a job. They can take many forms such as role play exercises, group tasks, case study analysis and psychometric tests. For specialist roles or large-intake programs, such as graduate schemes, assessment centers are a popular recruitment tool.
Let’s find out why are they so highly valued by recruiters to whittle down candidates to the final stage of the selection process.
With a strong predictive correlation coefficient, assessment centers offer the core benefit of accuracy when compared to the most common methods used in standard recruitment processes. With a basic interview there is a real danger of applying different measures to candidate assessment – interviewer bias, the ‘halo’ effect, the clone effect, and the differing subjective opinions of different interviewers for different days! And for graduates, GPAs may not be a good indicator of how they will perform in the professional environment. Thanks to a broad and rigours array of assessment opportunities and exercises an assessment centre can overcome both these problems.
Assessment centers really embody the phrase “seeing is believing”. Especially during a simulated business exercise, recruiters can see candidates acting in a real-life job situation rather than simply take their word of how they will perform or relying on their own self-assessment during interview. They also make it easier to assess and compare candidates who might seem to be of equal quality on paper, but fare very differently in a ‘real world’ situation.
These centers also allow employers to simulate realistic job previews and see how the applicants behave in a team environment. For example, the group might be required to work together on a posed business problem to see which roles they take within a team, how they interact, influence, communicate, negotiate, problem solve and work effectively with others.
It can also be a good opportunity for more diabolical recruiters to throw a curveball question or task intended to reveal how candidates react under pressure.
The assessment centre experience is thorough, transparent and it also gives the candidates a true insight into the values and culture of the employer company. Candidates may often be provided the opportunity to meet key managers and have a chance to talk to them informally and get a sense of what it is really like to work for the employer. Even the candidates who aren’t successful in getting a job will leave with a positive impression of the company and its hiring process.
The most obvious limitation to assessment centers is the cost to run them. Depending on how many components recruiters want to use, the cost can exceed thousands of dollars even if employers administer it themselves by configuring bespoke assessments.
Assessment centers may also be less suitable for higher tier roles and senior positions. While they aren’t limited to a certain age demographic, assessment centers work best by providing a level playing field for graduate type roles with applicants lacking experience.
However, assessment centers may not be the most objective way to assess personality types and make the experience inclusive for everyone. Sometimes the assessment centre environment can disadvantage ‘introverts’ who prefer to observe and reflect. It does this indirectly as it provides an opportunity for extroverts to shine through their tendency to actively and frequently participate with vocal contributions.
Given the importance of assessment centers, it is essential to run them well and without error. Common pitfalls include a failure to define objectives, key competencies and measurable skills beforehand, and agree a measurement process. Without this, the assessment centre becomes as subjective as the unstructured interview process, while costing the company a whole lot more. Recruiters can avoid this trap with the support of a system that can consolidate all candidate results and provide decision makers with quick and usable data to make objective decisions.
When done right, assessment centers make for an indispensable tool to help reduce the cost of bad hires and save on the time and resource.
This article first appeared on Talegent website:
https://talegent.com/blog/assessing-assessment-centres/
TalentView is an official partner of Talegent in the APAC region.
TalentView is a leader in employer branding strategy, design and technology. With teams across the ASEAN region, TalentView’s professional solutions help to create memorable experiences across the talent lifecycle to attract, engage and retain talent. Working directly with business leaders in Fortune 1000 companies, TalentView is well-positioned to provide talent insights and is an accredited partner of key global players including Workplace from Meta, Talegent, Indeed, Hootsuite, Digimind and PhoenixATS.
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ANJ VERA
Founder and CEO
With nearly two decades of experience in HR transformation, Anj has worked with the world’s leading employer brands to optimize the talent experience. She is also the author of the book ‘Rethink Recruitment,’ and is the highest-rated Udemy instructor in the field of employer branding. Her insights on culture, branding and the talent landscape have been featured in Inc. Magazine, ANC News, Business Insider, Recruitment Asia and major publications across the region. She graduated with distinction from the Level 1 Leader program of Employer Branding College, Australia and also holds an MBA degree from De La Salle University- Manila.
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Lawrence is a recipient of Level A and B assessment certifications from the British Psychological Society. Using comprehensive and real-time data, Lawrence provides HR leaders with tools and technologies to address high-level people decisions making them more agile at responding to both the needs of the business and its employees. His experience working with various industries for human capital technology has allowed him to collaborate with a network of leaders in the region to strengthen their culture and build connected communities.
He holds a degree in Human Resources Management and Psychology from Southville International School. In his spare time, Lawrence enjoys traveling to any place where good coffee is served and the sun meets the sea.
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Kate kicked off her professional career in talent acquisition and recruitment marketing. With her keen interest in arts and a passion for project management, Kate now handles key employer branding and talent attraction initiatives for TalentView’s key customers like Pru Life UK, Rebisco, and Ernst & Young Philippines. She provides guidance and direction to in-house content producers, graphic designers, and video editors to provide a targeted stream of multimedia content that helps HR leaders meet their talent attraction and engagement goals.
She graduated with a Bachelor's degree in Psychology from Ateneo de Manila University and is currently taking her advanced studies in Counseling specializing in Organizational Psychology at the same institution. Outside the workplace, Kate loves wandering to uncommon destinations and experience culture and art firsthand.
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Coke BIG’s Employer Brand Playbook is probably one of the most cohesive primers TalentView has ever produced.
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JUSTINE RICAFORT
Marketing Lead
Justine currently serves as the Marketing Lead at TalentView, handling the marketing and strategy for all TalentView solutions and towers, and marketing operations. She has over five years of experience in digital marketing, starting as a Social Media Manager and being promoted to leadership positions, where she now has two years of expertise in marketing leadership. She graduated from De La Salle University-Manila with a degree in International Relations and was marked by distinction as a Dean's Lister and a recipient of the Tan Yan Kee Foundation Scholarship. She was also one of the representatives of De La Salle University in Japan for the Harvard Projects on Asian and International Relations
She currently lives in Manila alongside her mom, brother, and their dog. She is a talkative introvert, she loves horror and psychological thrillers, and she’s been fascinated with true crime since the age of 13. She also loves fitness and exploring different kinds such as dancing, cycling, and even freediving. If she were not a marketer, she would be a forensics psychologist. Her ultimate dream is to have a business related to fitness in the future.
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Lead, Talent Capability & Measurement
Mica is passionate about building high-performing teams through leadership development and capability management. She currently leads the Organizational Capability team of TalentView, supporting Fortune organizations in their people initiatives. From early career talents up to executives, Mica helps organizations build and strengthen their leadership pipeline. She has worked with multinational companies from the ASEAN region such as Sanofi, Schindler, Republic Cement, and Heineken.
Mica is a currently taking up a Master’s Degree in Business Administration (MBA) in De La Salle University. She earned Certification in Talent Management from Ateneo De Manila University and graduated with a Bachelor’s Degree in Psychology from Polytechnic University of the Philippines. She is also a registered psychometrician with the Psychological Association of the Philippines. Outside the busy streets of corporate, you can find Mica enjoying her hunt for good food and music.
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