Key Considerations in an Assessment Center

Assessment Centres have become an integral part of talent assessment and development in several organizations. Organizations choose them for many reasons. A few could be listed here.

1. Multiple methods of assessments that give a holistic view of the person
2. Many assessors having a view that helps to remove biases
3. The scientific approach of observation and ratings
4. Focussed approach to creating a development plan
5. Neutral assessment most probably by a third party to enhance acceptability and avoid biased

However,  here are the tips from People Business’s decades of experience in conducting development assessment centers both virtual and in-person.

Virtual Assessment Centers

• While technology platform is important – partners’ ability to design, have the right assessors, and consulting experience is critical. Employees are not there for the technology but the experience of assessment.
• Have the right orientation to employees before assessment. They should not get penalized for the difficulty in using a technology platform.
• Stick to the basics – Assessor to participants ratio, exercise to competencies ratio, the experience of assessors, IDP creation
• Assessments are a big part of employee experience and development. Choose a partner who ensures the right quality and does not compromise on quality for cost.
• Focus more on assessors’ face time with participants. Automated assessments have their limitations and lack buy-in from participants.

In-Person Assessment

• Choose the right kind of exercises as per the level of the participants
• Always have an orientation before the assessment center
• Stick to the basics – Assessor to participants ratio, exercise to competencies ratio, the experience of assessors, IDP creation
• Always prefer in-person assessments for senior levels in the organization. They would like to engage more with the assessors
• Focus on insights as much as quantitative ratings on competencies
• Have the feedback and IDP discussions as soon as possible after the assessments
• Have reflection exercises to maximize development
• Enable sharing of experience amongst participants – learn from each other if it is a development center
• Customize the exercises to the level and industry – increase acceptability

Whether you are doing a Virtual Assessment Center or an in-person assessment center, what matters is sticking to the basic principles mentioned above.