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An assessment centre is a recruitment selection process whereby the employer will assess a group of candidates at once, deciding whether or not the group comprises of the right person for the job. Saving a great deal of time by ridding of the need to conduct numerous one-to-one interviews, assessment centres can effectively streamline and speed up the recruitment process tenfold.
However, in order for an assessment centre to be successful, it will need to be planned and structured well. Below, we provide a few tips and advice to those looking to run an assessment centre.
The objective of an assessment centre is to vet a large number of candidates at once. This is why it is important to invite the right number of people to the assessment. Just a few people will defeat the object of the task and too many won’t allow you to get to know the candidates in-depth.
10 candidates is about right.
You will need to create a number of different exercises for the group to complete, gauging their ability to handle such tasks, how well they problem-solve and work as a team. Basically, the more information you can get out of these exercises the better. This is why having a diverse set of tasks always works well. Tasks to consider include role-playing, individual and group presentations, aptitude tests as well as competency-based interview questions.
When interviewing someone for a job, it pays to conduct the interview with another colleague present, ensuring you can discuss the interview afterwards and gain their perspective. The same applies to assessment centres.
If so, we at Rhinorecruitment.com can help, boasting a UK-wide talent pool that spans across all industries and sectors.
For more information on our recruitment solutions and how we can support your business, get in touch.
