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

virtual-assessments

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.

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