Steps

Too many people who claim to use assessment centres haven't done the initial analysis. They use the same one or two ability tests and include a written exercise and interview and think this will be enough.  Too many times I've worked as an associate and found myself having to work with a poorly defined process with out clear documentation.

What you need to do is

1. Undertake job analysis to really understand the key elements of the job. If you have organisational competences, which are the most important ones for the specific vacancy?
2. Design the assessment centre choosing exercises which are relevant for the job, and making sure they measure what they set out to measure.  Choose the most appropriate between case studies, business stimulations, group activities etc
3. Make sure the assessment has face validity with the candidates
4. Make sure the assessors you use are properly trained and are monitored regularly to ensure there is consistency between assessors
5. Ensure all candidates are treated fairly
6. Take the time to assess all the evidence and don't rush into making a decision.

This is just an overview, for a more detailed discussion please contact Denise >>