Assessment Center: The Incredible Situational Assessment Method

The work environment is becoming more and more competitive.  Also, in turn, it is not easy to choose the right candidate for each job. Now, there are different selection methods. In this article we refer to one of the most current that, in addition, facilitates the prediction of candidate behaviors in specific situations: the assessment center.

How to choose the ideal candidate? What skills to assess? What steps must be followed? How is a situational assessment test done and how effective is it? What should I do in an interview of this type if I am the one looking for a job? The Assessment Center is an enriching process,  so knowing it helps to solve these questions.

In this article this system of evaluation by competencies that is used more and more today. Knowing him  provides tools as a recruiter, but also as a job seeker. 

Assessment Center, what is it about?

The assessment center is a way of evaluating job skills. Its name comes from the English that means selection centers. It emphasizes the observation and recording of behaviors that a person shows, which is elaborated from the application of situational tests.

Various evaluators specialized in this technique are in charge of assessing the competencies of the candidates. To do this, they design a situation in which their performance is observed and through which it is intended to predict how they will develop in a similar situation typical of the job for which they are applying.

Tests that vary depending on the characteristics of the offered place are proposed. Now, for it to be an assessment center, there must always be a moment of simulation.  In addition, the situation that arises must be very close to the possible reality of the position to be filled.

It is a process that allows to register, classify, analyze and evaluate the competencies demonstrated by the candidates. The main characteristics of the Assessment Center are the following:

• Management tool.
• It is applied in a group way.
• It adapts to the competencies of each organization.
• Between 3 and 12 candidates preferably participate.

• It lasts from 4 to 8 hours.
• It can be applied in different sessions.
• It consists of a moderator, observers and participants.
• Participants have the same opportunity to demonstrate the competencies.
• It is possible to combine this technique with other psychotechnical tests.

However, the person in charge of carrying out the methodology can design the tests. To do this, you must take into account the skills necessary for the position, the competencies they seek for it and that it is related to the objectives of the organization. In addition, you must be rigorous in following the requirements of the methodology.

The most sought after competencies in the assessment center

Corporate competencies are the skills, knowledge, attitudes and skills defined by a company or organization. They should reflect your values, service, conduct guidelines, and management, strategic objectives. Furthermore, these competencies, when developed, should contribute to the productivity of the organization.

For example, a sales company will need its entrepreneurs to have leadership skills. Then, h ay specific skills for each position. And it is important to analyze them from three points of view:

• Cognitive. It is about the knowledge that a person must have to perform in a certain position.
• Technical. Those knowledge and specific skills of a position to occupy.
• Attitudinal. They are the attitudes of the person that demonstrate their ability to obtain results, quickly and effectively. Also, the personal qualities that serve the individual to develop their work are part of it.

Over the years, companies are looking for certain skills. We show you some of the most sought after:

• Service attitude. Arrange the ideas, emotions and behaviors in relation to the client’s needs.

• Time management. Ability to plan, organize and establish strategies that minimize and optimize activity time.
• Verbal aptitude. Ability to express themselves effectively, showing a professional and technical language, according to their level, experience and position.
• Numerical analysis. Ability to analyze, systematize and display numerical data accurately.
• Self-control. Ability to manage emotions, thoughts and behaviors, in a situation.
• Ability to learn. Ability to acquire new knowledge, to use it in work practice.
• Creativity. Ability to generate new ideas within the work environment.
• Listens. Willingness to understand and receive information.
• Ethics. Ability to internalize moral standards and principles of the company and its position.

• Loyalty. Have a sense of belonging.

Assessment center, how is it done?

The person in charge of choosing the candidates and his team are the ones who must decide what actions to take before, during and after the assessment center. We show you what the process is:

• Before. The profile of the position to be evaluated is made, to be clear about the criteria to be evaluated in the candidates. For this, it is important to have a list of behaviors to observe in each competition, to design situational tests focused on the position, and to find a suitable environment for the application of the technique. In addition, there must be a moderator and evaluators.
• During. Evaluate the behaviors of the candidates taking into account what is the expected behavior for the situation raised according to the position. Then, it is evaluated according to the levels of performance; from 1 to 5, with 1 being null and 5 being excellent. In addition, it can be done at a qualitative level, saying, for example, if you fully develop the skills, if you do not have them, etc. Thus, each competition must be observed and valued. And, we must not forget that when raising the situation that the candidates must simulate, one must be clear.

• After. A consensus of the results is made between the evaluators. Subsequently, a report is written. Finally, the results are communicated to the candidates.

In each step you have to be very rigorous. Therefore, it is important to be clear about the criteria to be evaluated. Formats can be set to make it easier to have them on hand during the assessment; in addition, there must be assertive communication between the evaluators.

It is important to have a format for the profile criteria, another with the activity plan, a record of observation and competencies record, and a consolidated participant record to be able to establish a comparison between the different performances.

How to prepare for an assessment center?

It is important to assume a role during the situation that arises. Through this you will have the opportunity to show your skills. It is also important not to pretend, because the evaluators are highly trained and know what the expected behaviors are for the situation they propose.

Knowing the company  helps to know what its values ​​are. And, even if it is not 100% correct, it helps to get closer to what is expected of you. In addition, you have to take into account the position for which you are applying, since knowing it well makes you feel more secure.

Act as if it were reality. That’s what testers expect so taking it seriously is the best option. Pretending what you are not transmits insecurity not only through words but also through non-verbal language.

The assessment center is one of the most reliable methods for evaluating and knowing the aptitudes of candidates for a vacancy.  It is, without a doubt, a wonderful way to assess the competencies of the participants, allowing them to demonstrate what they are capable of.

In fact, a study by Richard Klimoski and Mary Brickner published in the journal  Personnel Psychology,  affirms that the assessment center is successful in making valid predictions.

It is an effective method if it is done rigorously, if it is done by experts and if it is well planned.  In addition, its use in companies is increasing, since it provides a vision of what candidates would be like in a given situation if they had the position, which helps to contribute to a favorable selection for both parties.