Both research & experience have repeatedly proved that that there is no substitute for objectively observing how people actually perform "on the job". A professionally designed Assessment & Development Centre is perhaps the closest you'll get to accurately assessing individuals both in individual and group settings for selection or development.
The term Assessment & Development Centre does not refer to a physical place, instead it describes an approach. ADCs usually consist of a suite of exercises designed to assess a set of personal characteristics, with some developmental exercise designed around the possible deficit areas. The theory behind ADCs is that if one wishes to predict future job performance then the best way of doing this is to get the individual to carry out a set of tasks which closely simulate the activities carried out in the target job. Various combinations of these exercises and other assessment methods like psychometric testing and behavioural interviews are used to assess particular competencies in individuals.
The fact that a set of exercises is used, highlights one crucial aspect of an assessment centre - that it is actively elicited behaviour which is being objectively observed and assessed. This represents a significant departure from many traditional selection approaches which are rendered unfair and inaccurate by the subjective whims and biases of the selector and which in many cases produce a selection decision based on a freewheeling social interaction.
The particular competencies assessed will depend upon the target job. There are numerous possible competencies and the ones which are relevant to a particular job are determined through job analysis.
At Psyft we provide a wide range of Assessment Centre design and delivery services, from competency mapping to exercise design and the provision of psychometric testing. Even if an organization has no prior experience of this assessment method we can design and manage the whole process from scratch using either our own established procedures or assessment tools, or designing entirely new and organizationally relevant systems and exercises.
From the most basic role-neutral exercises to highly complex role-specific problem solving and decision making exercises for C-Level Executives, we apply highly robust psychometric rigour to every ADC we deliver to ensure accuracy & relevance.
For more information or a detailed proposal, Contact @ Psyft