MN7181-People and Organizations -Blog 2 (Strategic Employee Resourcing & Talent MGT) - Assessment Centers

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Assessment centers

Under many methods of Strategic Employee Resourcing and Talent Management, among the few topics for selection of new team members, traditional and modern recruitment methods, e-recruitment, psychometric tests and assessment centers have been identified.

Having looked in to more details of Assessment centers, this method is widely being used as selecting certain level of candidates, especially management level.

The process has been understood that the potential candidates are being placed in a conference space where the recruitment team / management can observe them on different tasks given to them and how they individually or as a team come up with the proper solutions. And the behavior and the ability to react, decision making, working with a known/unknown team or rather personalities will be monitored by the panel.

Assessment centers are ideal to train and develop the current team to select the set of managers who are to be promoted, or to select to task force to achieve certain goals.

Below are the several testing criteria used in the in the centers.





1)      Group discussions
The recruiter/trainer gives a issue to be sorted as a group and to land in a collective solution. This lets the space to observe the individual interpersonal skills, negation skills and ability to influence and direct the team; also the emerging leader can be identified among the group.

2)      Management games
Also been given to come up with solutions to tasks / problems, which lets the team to discuss on realistic facts.

3)      Presentations
Above is also used assess the ability to organize, arrange and to test the ability to present the solutions to the team. Here the personality and the communication levels are can be tested.

4)      The in basket
The candidates /trainees are provided with different reports, tasks, incoming calls, notes which creates a simulation for the job expected. Then their reaction, efficiency in performing and corresponding is being monitored.

Reference

https://www.emeraldinsight.com/doi/abs/10.1108/eb051589
Garry Dessler-Human Resource Management – 11th edition
Handbook on Human Resource management Practice, M Armstrong , 10th edition

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