Posted by Searching for an employee is not limited to finding matching candidates, reading a resume, cover letter and a simple interview. Often, to find an employee, it is a good idea to use an Assessment Center. This form of meeting with candidates is used especially by large companies that have developed their own standards for finding employees in the past. It is also the most expensive form of recruitment, so the very invitation to take part in it is an honor for the candidate.
The purpose of the Assessment Centre, also called the Assessment Centre, is to test the competencies of a selected group of job candidates or employees of a given company seeking a change of position within the company. Companies also choose the Assessment Centre when there is a need to improve communication between employees and management or to design a compensation system due to the contributions made by individual team members.
The Assessment Centre method was pioneered in the 1940s by American officers recruiting soldiers for the army. Later, improvements made by the AT&T corporation allowed it to be applied to companies. According to the consulting firm McKinsey, thanks to the Assessment Centre as many as 7 out of 10 candidates prove themselves in a given position. That’s why large companies are most likely to use this type of selection for people applying for managerial positions.
HR consultants emphasize that if a company organizes an Assessment Centre, those who take part in the assessment sessions are the top of all candidates applying for a job at the company. Therefore, the very participation is considered a success, and even if the candidate does not get the position, there is a good chance that in the future it will be him who will be approached by the employer with a new offer of employment.
In the next post, I will describe how a typical Assessment Centre goes.