2. Historical snapshot
• Assessment centres were first created in WWII to select officers.
• Examples:
• Admiral Interview Board of the Royal Navy
• War office Selection Board of the British Army
• AT&T created a building for recruitment of staff in the 1950s.
• This was called The Assessment Centre and this was influential on subsequent personnel methods
in other businesses
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3. What is AC
• An assessment centre is a place / process at which a person, such as a
member of staff or an applicant, is assessed to determine her suitability for a
particular role.
• Multiple assessment techniques are used to evaluate an individual for the
given role.
• It is a diagnostic exercise to find the best fit
• It is advisable to get it done by a third party
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4. Why assessment centres?
• Selection – Fitment
• Minimizes subjectivity
• Validation of TNI
• Reduced Training cost
• Forming teams with complementary skills
• Re-organization
• Productivity
• IDPs
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5. Pre-requisites for assessment centre
• List of competencies to be assessed
• Rating scale
• Assigned weightages
• Range of assessment techniques (if possible 2/ competency)
• No. of assessors / observers (minimum 2 / candidate)
• Training of assessors
• Several candidates to be observed together
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6. Types of assessment centre
techniques
• Psychometric tests
• In-tray exercises
• Written exercises
• Role plays
• Group exercises
• Social events
• Interviews
• Case Studies
• Games
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7. Psychometric tests
Test Objective Parameters
MBTI Broad personality type Extrovert, sensing, thinking, judging
OPQ Fun picture of Personality Team types, leadership styles, selling styles
PPI Preferred work style Need for change and temperament
16PF Profiles –jobs fitment Stress levels
FIRO –B Gap: want and get Expressed and wanted Behaviour
Insight P Personality factors Will, control, affection ,energy, emotionality
OMCI Motivation and work style Motivation (achievement, affiliation &
power)
WGCTA Patterns of intellectual
thought
Inference, assumption, deduction,
interpretation, evaluation of arguments
Belbin Team roles Knowing S/W and tolerance
Thomas P
/Disc
How can she be developed Dominance, Influence, Steadiness,
compliance 7
8. Techniques v/s Competencies
Technique Competencies
In-tray Problem analysis, Planning, prioritization, organizing,
delegation
Written exercises Clarity of thoughts, articulation, tact, assertiveness
Role plays Fact finding, decision making, negotiation, conflict
management, leadership, verbal & non-verbal comm,
interpersonal skills, flexibility and motivational style
Group exercises
(GD,LGD,TS,ARGD,PTE,
OBT)
Leadership, people skills, comm skills, team work, cooperation,
problem solving, organizing, motivation, drive, creativity
Social events People connect, the real side of you
Interviews
(BI, SI, BEI)
Skill – will and fitment
Case Studies Fact- pattern analysis, logical reasoning, articulation
Games Team work, interpersonal skills, leadership, problem solving
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9. Steps in Running an assessment
centre
1. Creation of Competency Map
2. Identify the Game/Assessment Matrix
3. Developing Assessment BARS (indicators)
4. Identify & Train Assessors and Create Evidence formats
5. Create Schedule
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10. Steps in Running an assessment centre
a. Define Role
b. Analyze the Functional skills and Knowledge
c. Analyze the Behavioral skills
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1.Creation of Competency Map
11. Steps in Running an assessment centre
Sr.
No.
Exercises/Com
petencies
In-Tray Presentati
on
OBT Role Play Case
Study
1 Motivation
2 Analytical skills
3 Service
Orientation
4 Relationship
building
5 Planning and
Prioritization
6 Oral Comm
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2.Identify the Game / Assessment Matrix
12. Steps in Running an assessment centre
Sr. # Competency BARS
1 Assertiveness 1. Is Argumentative and not willing to listen to others
2. Responds to opposing views in non defensive manner
3. Listens to other views and puts his views in logical and
convincing manner
2 Influencing
skills
1. Convinces others of her position when an issue of minimal
importance
2. Generates support amongst team members for ideas of
controversy and importance
3. Gains support most controversial issues from majority
stakeholders
3 Problem
solving
1. Sees situation in isolation and applies immediate quick fix
solutions
2. Thinks ‘out of box’ and provides alternative solutions
3. Helps others create solutions and provide win-win
solutions with permanent soutions
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3.Developing Assessment BARS (Indicators)
13. Steps in Running an assessment centre
a. Observing
b. Recoding
c. Classifying
d. Summarizing
e. Evaluating/Rating
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4.Training Assessors - ORCSE
14. Steps in Running an assessment centre
1. List the number of candidates
2. List of activities
3. List the no. of rooms
4. List the no. of assessors
5. Analyze the time per activity and evaluation
6. Prepare timelines
7. Publish
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5.Schedules
15. Sample schedule
Time Activity Room A Room B
9:00 - 9:30 Case study Pax 1-10
assessor - X,Y
9:30 - 10:45 Role Play Pax 1-5 Pax 6-10
assessor - X assessor - Y
10:45 - 12:00 Team Logo Pax 1-5 Pax 6-10
X - Pax 1,2,3 Z- Pax 6 - 10
Y - Pax 4,5
12:00 - 12:45 In Tray Pax 1-5 Evaluation of case study
Facilitator Z X - Pax 1-5
Y - Pax 6-10
12:45 - 1:30 Lunch
1:45 - 2:45 Cave Rescue Pax 1-10
Z- Pax 1,2,3 / Y - Pax 4, 5, 6 / X - Pax 7-10
3:00 - 4:00 Interview Pax 1-5 (Y) Pax 6-10 (X)
4:00 - 5:00 assesment of inbasket
X, Y, Z
5:00 - 7:00 Consensus
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