Recruitment and Selection Assessment centers utilize assessment methods and exer

Question

Recruitment and Selection

Assessment centers utilize assessment methods and exercise to evaluate multiple employee decisions such as career development promotion and employment selection. Small groups of people are usually used when the technique is used. Several of the centers exercises resemble work sample tests that emulate employee tasks. For example applicants to the Administrative Assistant position would perform tasks at a workstation similar to that found on the job. The sample test would reflect competencies used for that specific position. The work sample attempts to recreate work scenarios. Some employees design a single exercise that measures competencies in questions that help identify applicants’ problem solving, communication and interpersonal skills. Trained assessors observe and score the applicants behavior. Assessment centers can be used for numerous types of jobs they are more effective for accessing higher-level managerial and leadership competencies. There are two commonly used exercises in basket and oral.

In-basket exercises are tasks placed inside a basket; applicants review material and write whatever actions they believe to be appropriate in relationship to each in basket item. Oral exercises depend on work behavior or factors of the position being simulated. Usually forms of oral exercises are formal presentations, informal presentations and press conference exercises.

Assessment centers are used in the armed forces, educational institutions, businesses, government and safety forces. They vary on length, time and selection of exercises. Due to the cost associated with using live raters some centers are able to access only a few applicants daily however the use of audio taping and in-basket exercises is making for a time and cost effective method thereby permitting for a larger number of test applicants.

What are your thoughts on assessment centers?

Are they worth the money?

What about applicants that feel uncomfortable and feel assessors are not getting to him/her properly due to time constraints?

And how would an assessment test judge a person’s motivation to do a job.

Explanation / Answer

Assessment center is an advanced method for evaluating executive or supervisory potential.An assessment center is a central locatio where managers may come together to have their participation in job-related exercises evaluated by trained observers.It is mostly used for executive hiring and appraisal of the employees.In my opinion is is a good method of group evaluation.A well-conducted assessment center can achieve better forecaste of future performance and progress than other methods of appraisal.These tests make sure that wrong people are not hired or promoted and it also clearly defines the criteria for selection and promotion.

In my opinion the assessment center method is not worth the money because the main problem with this method is the cost associated with its implementation.The assessees are away from their job while the company pays for their travel and lodging.A huge amount of cost is also incurred in the evaluators,psychologists and HR specialists.But using this method,it is possible only to evaluate a few numbers of assessees.It is not possible to evaluate a large group of people through this method.So.this method is worth the money only when the organization is large

It is often very common on part of some applicants to feel that the assessors are not getting to him/her properly due to time constraint because the principal idea of this method is to evaluate the participants of a limited period of time,like two to three days.In order to overcome this feeling the participants need to actively participate in the process and clearly communicate with the assessors regarding any issue that bothers him/her.Also in part of the assessor it is important to give equal importance and time to all the assesses to get the best result out of the evaluation.

An assessment test judge a person's motivation to do a job by evaluating certain job related characteristics of the assesee.These characteristics include assertiveness,persuasive ability,communicating ability,planning and organizational ability,self-confidence,resistance to stress,energy level,decision-making,administrative ability,creativity and mental alertness.

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