Stop making expensive recruitment mistakes!
When recruitment and selection costs average £5,000 to £50,000 per person, you cannot afford to employ the wrong person! With research showing that the predictive validity of an interview is as low as 0.2 even with good questions, it would be crazy to make decisions based on interviews alone.
A well designed assessment centre has been shown to be able to predict future performance with a validity as high as 0.8 so it’s definitely worth the effort. Things you may wish to consider including: interviews; ability tests; personality profiles; simulations; roleplays; group exercises (indoor or outdoor); presentations.
Top tips for great assessment centres
- Start from a great job description and person specification when designing activities and assessments – don’t just put things in for your own entertainment!
- Make sure the tests and exercises are specifically designed to replicate the skills the candidate will need in order to perform the job to a high level.
- Make sure the assessment centre accurately reflects the ethos and values of the organisation – it can provide positive PR for the organisation for those who don’t get the position.
- Remember to consider likely future job skills and learning ability if the organisation is likely to change.
- Make sure you have an objective system of observing, recording, classifying and rating behaviour common to all assessors.
- Make sure good quality feedback is given to all candidates – this is particularly useful for keeping internal candidates motivated when they are unsuccessful.
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If you manage a team of people, make sure you are maximising team development and ensuring that the people side of things is not forgotten by following our tip of the week. 
