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Core Skills Assessment and Testing The Assessment Center Method Pre-Employment and Pre-Promotion Testing |
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Assessment Center Is More Practical Than One-On-One Assessments Thousands of organizations have used the Assessment Center Method over the past forty years. Most of those will continue to utilize the Assessment Center. The method has been proved in hundreds of studies to be the most accurate tool currently available for predicting an individual's future performance. Firms like IBM, Ford, GE, 3M, Procter & Gamble, and an estimated 8-10,000 others have used the technique for decades. The professionals at Yager Leadership & Team Development have implemented centers in virtually every type organization in the past 30 years. The traditional design involves a group of six to twelve participants or candidates interacting with a team of three to six assessors. The planning, logistics, and the restrictions that require participants be candidates for the same position makes this process difficult in some organizations. Since assessors or evaluators are generally in positions which are senior to the candidates, the availability of assessors has also become a major, and sometimes insurmountable challenge for many organizations. Two Options In Implementing A Full Assessment Center Despite the drawbacks, there are many situations where the Assessment Center is the best and most economical solution to a problem. This is especially true when a large number of candidates must be evaluated. The traditional Assessment Center is utilized when groups of candidates are to be assessed. The process works well when six or more candidates will be considered, or when an on going need for personnel exists. 1. The Internal Assessment Center. The traditional process; The Assessment Center is best used in situations where assessors are available, the population of candidates is large, the demand is ongoing, and the organization prefers internal control of the process. Yager Leadership & Team Development experts help plan, design, and implement in-organization assessment centers. Once we have completed a job analysis, a center design, and a validation of the design, we train administrators and assessors drawn from the management and human resource team to operate the ongoing assessment centers. 2. The Professionally Facilitated Assessment Center. Yager Leadership & Team Development will provide not only the design and validation of the Assessment Center, but also conduct the entire event, from administration and planning through final written reports, and even feedback when desired. This process has its greatest application in repetitive placements, large populations, or developmental settings. When six or more participants for the same position are available at a given time, this is the preferred process for most organizations.
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