Procedure

This section briefly explains the key steps involved in the development and implementation of an assessment center. The steps are summarised in the image below:

Core processes

Setting the objective

To start with, the company wanting an assessment needs to decide what exactly it wants to achieve with the assessment. Depending on the objective, an individual assessment (IAC) may be more suitable than an assessment center (AC), some exercises are better aligned than others to achieve goals. Based on these considerations, an optimised AC can be created to achieve the goals of the company.

Definition of the requirements profile

Once the client is aware of the specific objective of the assessment, a requirements profile is developed for selection assessments, in which the competencies required for the target role are analysed and defined. If the assessment focuses on the current situation or on professional development, a requirements profile is created to determine which competencies need to be evaluated in the assessment. The requirements profile can be created using various methods, such as a questionnaire or an expert consultation.

Develop and select exercises and tests

This step focuses on the creation or selection of tasks which, from the company’s perspective, best recreate critical work situations and solicit the necessary coping strategies required by the role. The selected exercises and tests should provide the candidates with the opportunity to demonstrate the skills to be assessed in as many situations as possible.

Create an observation and evaluation system, run observer training

Observation sheets are to be used during the AC exercises, in which the observations of the candidates’ behaviour are recorded. The ratings derived from the observations are entered in the assessment sheets. It is important that the observation takes place independently of the subsequent assessment process.
Should the individuals who observe and evaluate the behaviour of the candidates during the exercises not work full-time on assessments, which is often the case in group assessments, they will have to undergo an observer training and be introduced to the assessment procedure.

Carry out the assessment

The assessment is carried out with the participation of the candidates, who work their way through the various exercises and tests, which are then evaluated by the observers or assessors.

Provide feedback on the outcome to AC participants

Usually, a report is drafted for each candidate, in which the strengths and weaknesses which have been observed are described against each competency; ideas for development are shared, as well as an overall recommendation. The feedback is usually provided directly in a meeting with the candidates, in which the report is jointly reviewed.