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Employment Assessment Centers - Tricks You Need To Know

Nov 5, 2007
Sometimes also known as 'selection' centers, assessment centers are charged with providing exercises and simulations to job applicants. This is in order to scrutinize their fitness for the job. Assessment center exercises can include some or all of:-

- job role simulations
- psychological tests
- interviews
- role plays
- other exercises

...all of which would determine the capabilities of the job applicants.

Basically what is happening in assessment centers are evaluation tests and behavioral observations of the job applicants. Based on their performances, they would be judged if they are the right 'fit' for the job position.

The Value of Assessment Centers

Assessment centers are becoming more and more important to industries because they provide them with a very effective way to hire the right employees.

The competencies of each applicant will be likely to show up during each assessment and these could then be made the basis for determining each applicant's suitability.

Companies find it easier to utilize assessment centers for many reasons. For one, it is easier for them to find the applicant really fit for the job. It is also be less costly and less time consuming, as well as providing evidence for the selection outcome if they were called to question on the decisions made.

As for the applicants, even if they were not the chosen in the end, an assessment center serves as an important stepping stone for them to improve and develop their performance when tested.

The Most Common Assessment Center Exercise?

In assessment centers, individuals may be observed and judged on based on their interview skills alone.

This is a critical test, in order to screen the applicants on how they go about during an interview, how they handle interview pressures, and how well they can communicate their answers. Assessment centers will employ certain interview tactics to best examine the applicant.

Of course, other critical behavioral aspects can be observed during an interview. It will be seen how applicants compose themselves, how they deal with uncomfortable questions which could determine how they would deal later on some tricky job situations, and more.

Selection centres also employ certain exercises that would best examine the applicant's job performance and of course, having excellent interview techniques are not the only basis for a would-be good employee.

A good employee should also be able to present his or her ideas properly. It is, clearly vital that they are able to act on the presentation accordingly. But since these qualities would only be discovered later on when the employee is actually working already, it might be tough for companies to predetermine this.

But with the assessment centers and the job simulation exercises, an individual's presentation skills will be easily assessed.

Many Experiences at Assessment Centers

There are many ways of conducting the exercises in an assessment center.

One way of doing so is assessing the applicants one by one. But in some situations where the number of individuals to be assessed is large, group assessments are then conducted.

Assessments centers are continually developing the standards they are setting and over time the anolmalies that might be perceived as possible will be ironed out.
About the Author
(c) 2007 How To Win At Assessment Centers. You can succeed in your application whenever you want to. Want a free e-course? Just mail htwaacmini@aweber.com and for more, checkout Martin Haworth's website, http://www.HowToWinAtAssessmentCenters.com
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