Make more robust selection decisions
If you are looking to assess a large group of people for a similar role then often an online assessment test is followed by some form of assessment centre. The assessment centre process is used for all kinds of roles and for people at different stages of their career including:
- graduate starter roles
- middle-management and executive roles
- management selection
- ongoing staff development & training
Assessment centres are usually used after the initial stages of the selection process due to the depth of analysis per candidate, therefore less candidates are desirable. (They often follow an online assessment and/or initial job interview).
There has been a trend in recent years to develop and complete these assessment centres in-house. However, there are a number of “risks” on this approach:
- There is a lack of time from in house employees to develop the depth needed in an assessment centre to give enough new insight on candidate selection.
- There is a lack of knowledge internally about best practice and activities that will show a range of performances within a group.
- Poor internal assessment centre output leads to a lack of interest with stakeholders and the assessment centre is scrapped sending the overall robustness of the entire selection process backwards.
At Tap’d we will work with you to understand the “gaps” of knowledge of your candidates you are looking to fill. We will then develop an assessment centre for your needs and facilitate the completion of these. How we do this varies with the capability of the organisation – from full resourcing of assessors from Tap’d to education and training of your people to act as internal assessors.
Our assessment centres aim to provide differentiating information on the ability and mental capacity of your candidates to help you make easier and more robust selection decisions.
Each of the exercises developed will simulate aspects of the job and work environment for the intended role and allow the candidates to demonstrate how their skills match with those required to perform that role.
This is an efficient way for big companies to quickly sort the range of capabilities in a fair and open environment. 68% of employers in the UK and 72% in the US now use some form of assessment centre as part of their recruitment/promotion process.
Performing under pressure is a great indicator of capability and assessment centres are acknowledged as one of the most effective ways of quickly sifting through a large number of candidates and identifying talented people who will:
Perform their role with excellence
Get on well with other members of the team and fit in with the employer’s culture
With the focus on unconscious bias and fairness through diversity, the combination of online assessment and assessment centres is one of the most robust selection processes available.