The assessment centre is referred to as a complete and comprehensive selection process of recruitment in which a group of candidates is assessed at a single point of time with the help of several kinds of selection-based exercises. These exercises and their selection will also depend on the type and nature of the job for which applicants have applied. A lot of organizations are realizing the importance of the recruitment assessment centre because of the immense benefits provided by this concept. It is considered to be one of the most effective methods for selecting candidates from a large pool of applicants. The tests which are conducted in these kinds of centres are also very well utilized in protecting the suitability of a candidate for a particular job and the ability to fit in the culture of the organization.
The duration of these kinds of systems can also vary from few hours to few days and everything will depend upon the position for which a particular person has applied. For the higher type of positions usually, more time is required to check the suitability of the person in proper regard to the job requirements and roles. The assessment centre is considered to be a great way of hiring people and has been conducted in the head office itself so that the best hiring can be made. Various candidates can appear in these kinds of system centres of a single point of time. A lot of organizations have reached the next level of assessment centre which is the electronic assessment centre which can be performed at home with a large number of candidates. The candidates who perform very well on the electronic assessment are invited to the next rounds of the assessment centre system.
These kinds of systems are also based upon the standardized tests and several exercises which include interviews and role-play systems and the candidates are assessed by the professionals. Some of the centres also include psychologists to study the body language of the applicants. At the time of conducting the interviews, the assessors can you several kinds of interviewing techniques along with all-black sizes to observe the candidates quietly and several kinds of tests have been conducted to assess the different kinds of assets. The applicants are informed about the detailed instructions at the beginning of the test and all the queries will be answered very well. When all the queries have been attached then the ultimate test will begin.
Following are some of the activities and exercises which are included in the assessment centre procedure:
-Psychometric kind of tests: These kinds of tests are very well utilized in analyzing and judging the abilities as well as skills of the candidates to check if they match with the job requirements or not. This kind of test is specially designed to filter the right candidates from the large pool of applicants. These are conducted into the written or online forms depending on the company to company. These kinds of tests can also be divided into the following two categories which include the aptitude test and personality tests. Under the aptitude test, the individuals are just based on logical reasoning and thinking abilities. There is a standardized set of several questions that help in conducting proper administration throughout the whole process. The most popular test areas include formal ability, numeric ability, logical reasoning, mechanical reasoning, job-related reasoning, problem-solving, and several other things as required by the job position. Another bifurcation of this concept is the personality test that helps in judging the character of the individuals depending upon several reactions to be several situations.
-The role-play exercises: In this kind of situation and assessment the candidates are told to act on a particular scenario individually or in a group. Then we are just based on their behavior and reactions by the observers. The things are given by the assessors are dealing with a consumer complaint or doing the marketing of a new brand of the organization. This concept helps to fulfill all the goals in the stipulated moment. So, several kinds of skills, as well as prioritization, are required to achieve the goals in this exercise. One has to perform very well so that one can secure the job position in the dream organization.
-The group exercises: There are several types of exercises that are conducted into groups and are judged by the members of a particular panel. These kinds of discussions include a small group of candidates who are provided with a particular situation or question on which they have to discuss for a few minutes. These kinds of group exercises are conducted into several roles depending upon the profile of the job. Performance of each of the candidate has been assessed by the panel regarding the performance criteria which they have already set in advance. The leadership qualities are very well judged in this concept.
-The presentation related exercises: These kinds of exercises are conducted with the motive of analyzing the communication and presentation skills of the candidates. The presentation is a very important aspect of personality which is required by mostly all the job kinds and is very well looked by the people. The candidates are also asked to present their views regarding the material provided to them and at the end of the presentation, a question-answer round happens in which they judge the candidates based on confidence displayed by them. People who influence power are very well selected in these kinds of exercises.
-The panel interviews: These kinds of interviews are very much similar to the personal interviews but the basic difference is that the panel here consists of 5 to 6 members who are from different fields and make sure that the person is completely fit for the job position and we can see the organization.
Hence, to achieve success in the recruitment assessment centre the individual has to practice thoroughly and they should make themselves Very much familiar with the formats of the tests so that accuracy is there.