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Assessment Centres
Assessement Centres are a very effective method of selecting the best candidate against a very specific criteria. They are often used in large recruitment campaigns or where a specific role attracts a large candidate pool with a varied skill set.
Conducted usually on a full day, the assessment centre can delivery a candidates results across varied exercises / activiities which makes the selection process easier. They can typically involve:
Competency Based Interviewing
This is a style of interviewing which emphasises the candidates skills and/or experience based around a specific work place example or situation. This way the interviewer gains an understanding of how the candidate reacts and deals with that situation and then can predicty future behaviour.
Biographical Interview
Candidates are interviewed around their CV understanding the experiences and responsbilites to date, reasons for moves, motivations, ideal next position and questions aimed at successes and achievements are all included.
Behavioural Event Interview (see Competency)
The interviewer asks the candidate to discuss 2 or 3 specifc events in their career to date and then probe and evaluate approach, risk assessment, decision making, information gathering, people development and customer focus etc.
Role Play
Based around the role being recruited, the candidate is given a time limit to prepare and fact find before performing the role play which assesses planning and proritisation skills. The role play is usually a short period of time (30 minutes) and involves acting out a real life situation to gleam response and decision making.
Group Exercise
Team working to get to an end goal as the assessors observes. Used to understand leadership, team working, control and decision making. Often the assessor is looking for the candidate to take control, get others involved, stand thier ground in debate and drive the team to its goal.
Verbal / Numerical Testing
Under time constraints which means it is often difficult to complete all the questions in the time allowed. Looking to evaluate numeracy and verbal reasoning.
Psychometric Testing
Cultural fit, psychological makeup and comparison to a target. No right or wrong answers.
Presentation Exercise
Often used at the start of an assessment to break the ice (how would you approach the first 6 months) or can be more business plan / task orientiated which needs to be preprepared. The client is looking to evaluate presentation style, communcation, influencing and content.
Intray Exercise
Assessing time management, planning and administrative skills. Tasks are introduced and candiadtes and asked to process and prioritse information.
Kensington's has modern facilities ideal for holding all types of assessment centres. If you wish to discuss using our facilites please do not hesitate to mention this to one of our team.