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Assessment Centres |
We can plan and run assessment centres. These can include interviews, in-tray exercises, group exercises, verbal and numerical tests and personality profiles. Each assessment centre is tailored to the needs of the client but here are two examples of centres that we have organised.
Assessment Centre Case Study A
Client: Global technology company building "leading-edge tools and solutions" for life science organisations
Role: Analytical Sales Manager (UK Country Manager)
Candidates: 4 internal applicants; two Sales Managers and two Product Managers
Assessors: UK Managing Director and 2 European Sales Directors. New Media in Business Assessor
Objective: To compare internal applicants against each other and externally sourced candidates. The results from the assessment centre were also to be used to provide insight into development areas for unsuccessful applicants.
Solution: A one day assessment centre incorporating two structured interviews, verbal aptitude test, numerical aptitude test and presentation exercise. Personality profiles were conducted via the internet prior to the day of the assessment centre. Because of geographic limitations the assessors were not able to be fully briefed before the day of the assessment centre. A one hour briefing session was scheduled before the candidates arrived. At the end of the assessment centre the assessors took part in a 45 minute debriefing session to discuss the results of the assessment centre and to produce a profile on each candidate and career development plans were created for all the candidates.
Our contribution:
Assessment Centre Case Study B
Client: Leading supplier of mobile telecommunication services
Roles: 36 Business Relationship Managers and 4 Team Leaders
Candidates: 48 applicants
Assessors: Two assessors from the client company and two from their recruitment agency. New Media in Business assessor
Objective: To identify and make job offers to 40 candidates over a three day assessment centre period. To ensure that candidate's were appropriately assessed despite the short time available to assess each individual.
Solution: 12 "assessment centres" over 3 days. Each assessment centre took 4 candidates for a 2 hour period. Each candidate undertook a structured competency based interview, one on one industry relevant role play and a Thomas International Sales Profile personality questionnaire. At the end of the each assessment days the assessors took part in structured "wash up" session to decide the outcome for each candidate.
Our contribution:
Conclusion: 40 candidates were offered, and accepted, roles with the client as a direct result of the assessment centre
For more information contact Louise Triance at contact2@ukrecruiter.co.uk
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Last updated: 10 February 2006