What is an assessment center?
An assessment is a half-day to three-day event involving at least one employee or one applicant. The duration of the assessment and the number of participants depend on its goal and content. An assessment can be carried out with individuals (individual assessment) and in groups (assessment center); for a more detailed description, see types of assessment.
The assessment is a multiple, diagnostic procedure. Managers and HR specialists observe and assess the behaviour of the candidate in various exercises (e.g. role plays, case studies). These exercises are representative of existing or future work situations and tasks. In addition to this, tests about personality, intelligence and performance can be carried out to obtain an even more differentiated picture.
An assessment allows to assess strengths and weaknesses of a candidate with regard to a requirement profile, or to predict their suitability for a potential future position, for instance for leadership positions. An assessment can be used both as an instrument for personnel selection, as well as a tool for the evaluation of current capabilities and for the development of employees.
The assessment focuses on social skills (e.g. sensitivity, ability to work in a team, ability to deal with criticism and conflict situations), self-competence (e.g. independence, resilience, assertiveness), leadership skills (e.g. management skills, employee development, entrepreneurial thinking) and methodological skills (e.g. mastery and adequate use of learning and working techniques or conversation techniques) of a person.
To summarise, it can be said that an assessment is based on the following rules:
- Simulation rule
Potential professional situations are simulated in role-plays, assignments, etc. The closer the exercise or the simulation is to the actual tasks, the greater the likelihood that future work behaviour can be predicted. - Diversity of methods rule
A variety of methods and procedures are assembled and combined in an assessment: role plays, written assignments or tests. A single requirement criterion is observed several times across different assessment exercises. - Requirements analysis rule
A requirement analysis is used ahead of the assessment to analyse which competencies are to be evaluated. The more careful this analysis is, the more reliable the forecasts will be. - Two-person rule
A candidate is observed and assessed by at least two assessors. This allows to balance out distorting effects and different patterns of perception. - Transparency rule
The requirement criteria and exercises are disclosed to the candidate, so that the approach, the procedure and the outcome of the assessment become understandable. Candidates receive feedback in a personal meeting about their own strengths and weaknesses, relative to a specific requirement profile. Usually candidates also receive suggestions for their professional development.