IDS Study 800, June 2005

Assessment centres

• Considers the role of assessment centres in both recruitment and development contexts
• Examines key issues in designing and implementing effective centres
• Discusses the pros and cons of some of the more commonly used centre elements
• Includes six detailed case studies of how companies use assessment centres for a variety of purposes

A well-designed and well-run assessment or development centre can bring greater objectivity to a company’s selection and development processes. Assessing candidates’ performance and potential across a range of different activities enables a rounded picture of their skills and abilities to be drawn. The quality of the exercises used at the centre, the relevance of its assessment criteria and the skills and judgement of its assessors are all major influences on securing a successful outcome. By following some key principles, organisations can increase the chances of getting a good return on their investment in what is a resource-intensive approach to recruitment and selection.

This Study considers the main aspects of centre design, including job analysis and defining competencies, and examines the typical content of assessment centres. It also explores the different ways in which candidates’ performance can be assessed. Six detailed case studies highlight the variety of different purposes for which assessment and development centres can be used, from large-scale graduate recruitment through to the selection and development of a handful of internal candidates for executive-level posts.