“assessment centres are the best measures of potential i.e. the best predictors of future job performance”
Wood and Payne 1998
What are Selection Centres?
The term ‘Selection Centre' refers to a process to assess the most suitable recruits for a wide range of positions including sales managers and representatives; and to identify staff who possess strong potential for higher level positions, or who can best adjust to changes within the organisation.
Ascott Sales Integration develops and runs tailored selection centres for organisations with the client company line managers observing the candidates and being involved in the sessions and decision making.
The benefits
Selection Centres allow recruits to demonstrate aptitude and general skills related to the requirements of the job. This is done through a set of varied exercises which are designed to simulate different aspects of the work environment. These exercises may run from 1/2 to 1 day.
The process also provides additional opportunities for those who feel that they are not able to demonstrate their abilities as strongly during an interview. Selection Centres enable recruits to obtain a practical working idea of what the employer expects from staff, and may provide opportunities for recruits to network with other participants during group exercises.
When are selection centres used?
Selection Centres are used after the initial stages of the selection process, due to the amount of time and expense in conducting this process. It may follow short listing of job applications/curriculum vitaes and the initial job interview. Other measurements such as pen and paper psychological tests may complement the selection process.
The process
Selection Centres are highly structured in their design, application, and selection procedure. They are commonly conducted by Ascott Sales Integration with the client company who have invested large amounts of resources into researching and designing Selection Centres, which will produce valid measurements and a good predictor of future outcomes of test candidates for the business.
At the beginning of the Selection, candidates will receive an initial briefing about the timetable of tests, location of rooms etc. Prior to each test, they will be given instructions describing the exercise, their role, timeframes, equipment etc. They will not be informed in detail about the individual indicators which will be measured. Recruits will receive feedback on their Selection Centre results. Employees of a company who have undertaken Assessment as part of a restructuring or personnel development process, will receive detailed written feedback on their performance and future development needs.
