04 Jun About the Assessment Center

The Assessment Center is a tool composed of a series of other tools that bring to the participants challenges and simulations of situations to assess the skills that make up the profile of a job for which they apply (in a selection process) or on to be promoted.

Companies are increasingly using this tool as its predictability is almost threefold compared to a structured interview. More observing eyes in many different situations.

The tool is used in two situations:

• selection

• development

In any of these there is always a reference – which contains a set of skills – with which to work.

• selection – the set of competencies is part of the job description / profile for which a candidate applies

• in development – the set of skills is that of a possible vertical / horizontal role, or the current role.

Assessment centers may contain online, face-to-face tests, individual and group simulations, role-plays, document analysis, personality tests and combinations thereof.

At the end follows a feedback that is given to the participants by specialized people.

Observers appear in these processes – internal or external. They are people trained in their role and the assessment tool they will work with.

Observation – means the description of what is going on (in front of me) without attachment of judgments, interpretations, emotions.

Observers can be:

• Internal – inside the company

• External – outside the company

Observers will stay in the same rooms as the participants and will follow the instructions related to the role.

Observers contributing to the evaluation process may not be directly subordinated to any of the participants. Direct superiors can participate in the evaluation process as observers, but without contributing to the evaluation process – they are also called “dumb observers”.

The recommendation is for observers coming from the business area (internal / external) to be on a hierarchical level of N + 1 compared to the participants. Along with them, observers can be consultants or specialized psychologists.

Confidentiality is extremely important in such a process. Observers are the ones who manage sensitive information and therefore prior training is essential. They are also the ones who give the feedback at the end of the evaluation.

How do you prepare for an Evaluation Center?

• the most important thing is to be rested                             Then…

• to minimize your emotions as much as possible

• read carefully both the information and the requirements

• respect the time allowed to meet the requirements

• set aside both business and personal communication throughout the process

   (Including breaks)

• be open to the feedback received at the end regardless of the result.

The result is like an “x-ray” taken of you at that time. In a similar process and at another time your behaviors and the result will be different.

It is important to accept things this way and to enjoy these opportunities that show you consolidated behaviors and skills and where exactly you still must work.

On the road so far, with the use of this tool, I found myself in roles as: observer, coordinator, trainer for observers and beneficiary. With each of these roles I was adding exposure and experience.

I am here and can support you to face such a challenge!

Good luck!