In this type of selection procedure, HR managers act as evaluators and assess the abilities, skills, reactions and behaviour of candidates. In this type of selection procedure, the candidate has a better chance to convince the recruiters of his/her qualities. The assessment centre also allows recruiters to assess candidates more objectively, i.e. not necessarily on the basis of first impressions as in conventional selection procedures.
How does the assessment centre work?
The assessment centre takes much longer than a regular job interview. Most often, it takes between four and eight hours. Candidates are most often divided into smaller groups in which they perform individual tasks. The recruiters select tasks that test the key qualities for the job on offer.
The evaluator does not have to be only the HR manager. The number of assessors in an assessment centre is usually proportional to the number of candidates present. Some assessors organise the selection process, others take notes and some just observe.
As far as the agenda for the day is concerned, be prepared for self-introductions of participants, group tasks and in some cases individual interviews, which may occur after all group activities have been completed, so that the assessors can check each candidate individually.
What tasks can I expect in the assessment centre?
The first task is usually to introduce yourself to the candidate. Each candidate briefly introduces themselves to the assessors and other candidates and says a few words about themselves. You can prepare for this part in advance. Rehearse a short self-presentation and try it out loud and for real. Try to be yourself as much as possible and say only the most interesting things about yourself. There is not much time for introductions.
Other tasks may be different. It depends on what the recruiter primarily wants to test in the assessment centre. The following may occur:
Escape from a deserted island: A group task to trace the art of teamwork and the way of thinking in crisis situations. The group is given an assignment with a description of the items available to escape from a deserted island. How will you use the items and in what order to escape safely from the deserted island?
Dismissal of employees: your group gets a list of employees with a description of their job, social situation and their relationship to you as a fictitious supervisor. The task is to select a certain number of employees that you are forced to lay off due to downsizing in the company. The goal is to see how you are able to assemble a team, work with information and argue.
Ordering the characters in the story: group task. The recruiter reads a story about several people and how they acted in a certain situation. Your task is to rank the characters in the story according to who you think behaved most morally. Defend your choice to the judges.
Event organisation: this is more of an individual task. You will be given an assignment as to when, where and for what purpose you need to organize the event. Your goal is to choose the venue, program and promotion options to best suit the assignment and the chosen target group.
Building a bridge: build a bridge. Build a bridge out of geometric solids. This is what you can do in the assessment centre. Again, this is an individual task. The aim is to build a bridge out of blocks that are not of a regular shape. So don't expect just ordinary cubes or blocks. You need to build a bridge out of cones, cones, cylinders and tetrahedrons. So it's not just about how you can put the pieces together, but also how you think about it.
How to prepare for the assessment centre?
Every assessment centre is different, so it is generally impossible to say how to prepare for it. The key is to be yourself and not to try to be the fastest and most accurate at all costs. You never know which candidate is the best fit for the position in the eyes of the recruiters. Therefore, dress comfortably and act naturally.
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