Assessment/Development Centers

Why use an Assessment / Development Center?

^{A
well prepared and conducted Assessment / Development}^Center^{provides the
best opportunity for making the correct recruitment selection and
development decisions. The reason for this is that at an interview an
applicant will tell an interviewer how good he/she is: during an Assessment
/ Development}^Center^{he/she will have to prove it.}

What can Assessment / Development Centers include?

^{Having decided on the
competencies required in the target job, exercises, such as those
listed below, can then be used to help identify if the participant has
those competencies:}

	^{Psychometric tests: verbal and numeric ability tests and a personality questionnaire.}
	^{Questionnaires to test, for example, management knowledge; product knowledge; sales knowledge; company procedural knowledge.}
	^{In-tray exercise to help identify competencies such as: delegation, decisiveness, communication, planning, judgement, initiative, management control, problem analysis, and time management.}
	^{Management skills inventory to ascertain the participant’s views on the competencies required to be successful in the job.}
	^{Exercises to observe each participant’s leadership skills in group situations.}
	^{Management Trainee exercise to observe the participant's ability to seek out information, to make decisions, and then defend those decisions.}
	^{Small Business Consultant exercise in which the participants have to analyze a business proposition and decide on a course of action, which once chosen, they have to defend by logic and reasoning.}
	^{Customer Complaint exercise to assess the participant's ability to deal with very difficult and possibly aggressive customers.}

Duration:

One, two or three days.