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Assessment Centers |
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Coming from a military environment the Assessment Centers have gone a long way to find ind its position in a
non-military world. The departments responsible for Human Resources have accepted ACs as one of the methods to filter out unwanted candidates.
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The concept of the AC was developed in the 30's by the German army to choose the right people for an officer's career. Later on the AC was further developed and used by the
British army and the US intelligence service.
In the 50's American corporations took the concept into civilian business applications.
In order to maintain a successful AC specific rules and
guide lines must be applied. The candidates passing the tests will have great impact on the business success in the future. Therefore there must
be no mistakes.
According to several research reports most companies
using ACs only use 30% to choose university graduates. 70% of an AC is
used to get an idea of qualification and necessary input for existing
personnel.
Up to 10 softskills will be examined, i.e.:
- communication abilities
- willingness to cooperate
- ability to tackle conflicts
Group discussions, presentations and small
meetings are part of days at an AC.
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9 AC specific rules and
guide lines |
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Requirements |
Accessing without knowing the requirements is pointless |
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Behavior |
Recording of the behavior descriptions are the only
means of accessing real behavior and that believed to be. |
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Keep the personal opinion in
bounds |
Objective trueness can not be achieved. As humans we can only assess what we believe to see and understand. This can be very
different from a different perspective. |
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Idea of simulating |
According to the job description one must view the key
skills necessary to perform the job. Only within these key points it is
possible to assess and decide on the right candidate. |
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Transparency |
Who does not know what is the situation can not react
accordingly. The same applies to those assessing the behavior. |
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Individuality |
Only those experiences are useful as long as the person
recognizing them can make real use of them. |
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Principal of a system |
An AC with out being part of a HR concept of
developing personnel and organizational structures can not fulfill its
target. |
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Behavior can learn or not |
If an AC lacks quality management it will become a
waste of time. |
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Organized process
management |
ACs must be set upon a structure designed to fulfill all
needs. Chaotic or forced methods do not lead to satisfaction. |
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Consulting Articles 
