Assessment and Development Centres
Psychology optimising talent
We know that Assessment and Development Centres, when designed professionally, are the most effective method of assessing people. They are typically used as part of candidate selection or to support employee development interventions.
Some important questions to ask are: What are the organisation’s objectives and context? What does talent mean to your organisation? Are people your best asset or the right people in certain roles? How do Assessment and Development Centres fit in with your Human Resources strategy?
At Working Career we have considerable experience in working with organisations in the design and delivery of Assessment and Development Centres. Our clients have included blue chip listed companies, public sector bodies, voluntary sector organisations, small and medium sized businesses.
As professional psychologists with wide experience we use good practice that works for organisations. We start our process by clearly defining what is the business context and the competencies you are seeking to assess.
Working Career can help your organisation by working with you using proven methodology to identify the key competencies required for success. This results in the compilation of a competency model; this is a critical element required to design of effective assessment and development centres.
From our detailed knowledge of tools available we can select the most appropriate assessment methodologies, or when required customise processes to meet your requirements. Processes we frequently use include:
- Competency Based Interviews
- Group Exercises
- Personality questionnaires
- Ability tests
- In-tray exercises
- Role plays
- Problem solving exercises
- Presentation exercises
Development Centres can also include one-to-one discussions incorporating review of input at development centre, 360 feedback, workshops, learning logs and coaching.
We work with you to appropriately roll out and deliver the Centres. It is strongly recommended that this includes piloting the processes to be used, training internal assessors and using appropriate communication methods to roll out the Centres.
Examples of the work our team has completed:
- Feedback to middle level managers on performance following attendance at bespoke Development Centre for public sector organisation, this included a detailed written report and identification of talent.
- Design and roll out of Supervisory Skills Programme for blue chip organisation, this included 360 feedback, workshops and coaching over six month period.
- Design, pilot, roll out and evaluation of bespoke Assessment Centres for blue chip organisation for finance and IT graduates.
- Roll out of Assessment Centre to select a middle manager for leading financial organisation.
For further information on how Working Career can provide consultancy services to your organisation, please contact us via telephone or email to discuss your company's specific needs.
Page last updated on Thu, 28 August 2008
© Working Career2008, Career Services, Hudson House, 8 Albany Street, Edinburgh, EH1 3QB, Scotland.