CORE MEASURES

Competency-based Assessment Centre

Assessment Centre Competency based

As part of any Talent Management Programme you may decide to assess selected employees utilising a variety of tools. A competency-based Assessment centre (AC) involves utilises its competency framework to identify hi potential using the AC method comprising assessment technology and competency-based interviewing skills.An assessment centre aims to replicate some of the key tasks and let you see how people deal with the scenarios you put them in. Assessment Centres operate on the principle of a “cross reference” system there are multiple assessors, evaluating against multiple competencies in multiple exercises.

The key is defining the right competencies and behaviours beforehand, in this case hi-potential competencies so that the exercises will facilitate the relevant behaviour.

Competencies Assessed

Group Discussion

Individual Presentation

Interview

Thinking Ability

x

x

– 

Relationship Building

x

– 

x

Making an Impact

x

x

– 

Results Oriented

x

x

– 

Service Excellence

– 

x

x

Passion

– 

x

x

Can-Do-Spirit

– 

x

x

Integrity

– 

x

x

Teamwork

x

– 

x

Motivation

x

x

x

*Other AC methods may include In-box, simulations, case studies & roleplays

Advantages

  • It predicts on the job performance because it simulates real work situations
  • All candidates are measured objectively to the same criteria
  • Cost of hire is reduced because the “hit rate” is higher
  • Candidates feel more satisfied that even if they are not successful, they have been given a “fair go”

Scholarship Assessment

Are you happy with your Scholarship assessment method?

Do you need help?

  • Are your key staff trained in competency- based assessment or would you like them trained?
  • Would you like support in managing the process?
  • Would you like us to write the report?

Core Measures have been successfully conducting competency-based assessments for public and private sector organisations.

The advantages of the Assessment Centre approach is that; it is an excellent predictor of on the job performance, it can simulate work situations, candidates are measured objectively to the same criteria and aspirants feel exhilarated with the process.

The Process

  • Agree on hi potential competencies and assessment framework
  • Create scholarship media plan
  • Identify and train internal assessors
  • Short list candidates
  • Conduct the behavioural assessment
  • Evaluate, select, report and agree

Want to know more and see actual reports, discuss the assessment process and speak to past assessors? Want to combine it with world class psychometric hi potential assessment?

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