Assessment Centres

Making poor recruitment or promotion decisions can be both expensive and disruptive to the workplace. It can often cost a company as much as the annual salary of the individual through both direct and indirect replacement costs.

Assessment Centres can significantly decrease this risk of poor selection decisions, as they have been proven as the best predictor of how well a person will perform in a new role.They rely on a standardised process to drive objectivity and fairness and are widely regarded as the most accurate and valid selection process.

All organisational psychologists at IHS are experienced in Centre Design and Assessment, which involves:

• Completing a thorough job analysis to identify competencies required for successful performance
• Designing a customised Assessment Centre to the specific role of the candidate
• Selecting exercises which best measure the key competencies for a given role
• Objectively assessing candidates against pre-determined behavioural indicators using multiple assessors on multiple exercises
• Writing a tailored report to assist the selection panel in the decision making process
• Giving objective feedback to a candidate based on their performance

Assessment information can be used to construct tailored Individual Development Plans for successful candidates to maximise the organisation’s investment.