This is for recruiting new staff, and identifying the most capable candidates for your business. They are appropriate for a range of candidate groups, as long as the tasks are tailored to their experience and skill levels. Assessment centres may include a range of activities such as verbal and numerical reasoning, role plays, problem solving tasks and group discussions. These activities should relate closely to the person specification and reflect the job, with all candidates undertaking the same activities. Feedback sessions with a trained assessor can also be of benefit to the candidate and getting feedback from them is a good part of reviewing and evaluating the process.
These are for growing the talent of internal staff, identifying strengths and development needs and giving staff the opportunity to enhance leadership abilities, which can lead to better performance and enhanced promotion opportunities. The stages of assessment, feedback and follow-up are key to ensuring that staff have the opportunity to improve. This will involve 360-degree feedback and personality profiles before the development centre. This allows staff insight into what they can improve upon during activities such as group exercises, role plays and discussion sessions which are used during the centre. Follow-up is extremely important, including further feedback and coaching; to bring these elements together and ensure that staff development is successful.