Assessment centres were traditionally a feature of volume recruitment campaigns but employers are increasingly incorporating them into their selection process for key roles.
But how should your assessment centre be structured - are psychometric tests appropriate for a senior hire? What about an in-tray exercise? It can be confusing.
Fortunately, Michael Page can help you compile a timetable of activities that will quickly establish an applicant’s suitability for the role you’re recruiting.
- Candidates are typically given a role-related scenario, e.g. a negotiation exercise for sales professionals.
- Tests a candidate’s ability to do the role for which they have applied
- Candidates work in a group towards a stated end goal
- Assessors will look for individuals to lead their group
Competency based interview
- Candidates talk about specific events in their career to date
- Individuals are typically assessed against a list of pre-agreed competencies
- Candidates are interviewed against their curriculum vitae.
- Questions typically focus on past success, future challenges, salary etc
Verbal and numerical testing
- Tests a candidate’s ability to process verbal and numerical information
- Michael Page has qualified assessors to administer and interpret these tests
- Assesses a candidate’s fit with corporate culture
- Results are compared to an agreed targeted profile.
- A typical presentation would be a business plan for the first six months in the new role
- Depending on the role, the content or the delivery may be the focus.
- Assesses a candidate’s administrative and time management skills.
- Candidates work against the clock to process and prioritise information.
Contact us to discuss your next hire in more detail.