Assessment centres are the most accurate way to predict how well
someone will perform within an organisation.
At the Neville Wharton Business Psychology Group we can both
design and run assessment centre programmes. Assessment centres are
not physical places - they are programmes of assessment which have
been designed to provide a comprehensive overview of a person's
strengths and development areas.
Assessment centre tasks typically include reasoning tests,
personality questionnaires, behavioural event interviews and
work-specific exercises (already developed or bespoke) such as group
discussions, role-specific tasks, presentations and one-to-one role
plays.
Key benefits of assessment centres are:
- Several participants and observers (assessors) are involved
in the centre at once.
- Large numbers of candidates can be assessed for suitability
at once.
- Decisions are made by pooling shared data and are therefore
extremely objective.
- Assessment focuses on individual behaviour and allows a
number of assessors different opportunities to observe such
behaviour in differing settings.
- A wider range of skills can be assessed and in more detail
than any other single method of selection.
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