graduate2success

Research by business psychologists into various recruitment methods has demonstrated that traditional interviews are not a particularly accurate predictor of performance in the job role. Interviewing alone can also lead to bias in the selection process.

The most predictive selection method is a combined approach, including work samples, business case studies, ability tests and structured interviews (where competency/behavioural questions are objectively scored).

Assessment Centres allow employers to see how you perform in a variety of tasks.  Usually they focus on certain core competencies or behavioural characteristics that particular employer has found to be demonstrated by their top performers. Some of the exercises are designed to mirror tasks you would be doing in the job, so they are measuring you directly against the skills you need to do the job well. These exercises also enable the assessors to see how you perform under pressure and how you work with other people.

Being assessed by a team of observers makes the process more objective – the final decision must be agreed by a team of assessors, using a range of methods. This enables them to build up a more comprehensive and accurate picture of your skills and competencies to do the job.