Assessment centres (ACs) and Development centres (DCs) are methods of assessing people for selection or development. They are characterized by the inclusion of multiple exercises and at least one practical simulation. ACs are used to assist in selection decisions, while DCs focus on individual learning and development. A formal AC or DC typically consists of a standardized evaluation of behaviour that is based on a set of clearly-defined job dimensions, and the use of multiple assessment techniques. Typically, several candidates or participants are observed together by multiple assessors, in order to ensure objectively and impartiality. Information from an AC or DC is drawn together during a data integration stage, before any decisions around training needs or job suitability are made.
The table below identifies some of the key challenges faced by businesses, along with the associated benefits of using an assessment or development centre.
| Challenges | Benefits |
| How to select high-performing employees | By the inclusion of practical simulations that are one of the best predictors of job-performance |
| How to identify future leaders within an organization | By providing participants with the option to fully demonstrate their potential in a range of situations that closely mirror role requirements |
| How to manage large-scale recruitment drives | By assessing several candidates at once, and in a more cost-effective way than one-to-one assessment |
| How to reduce the risk of poor selection decisions | By requiring an overt display of required behaviours, and thereby minimizing any subjective assessments of ability |
| How to recruit graduates with little or no relevant work experience | A well designed AC or DC is situationally specific, and should tap into behaviours that are transferable to work |
| How to differentiate high-calibre candidates | By including a combination of quantitative rating, plus behavioural evidence |
| How to enhance retention | ACs and DCs provide a realistic job preview, thereby allowing participants to withdraw if the job doesn’t match their expectations |
| How to develop and motivate existing employees | By providing timely and targeted feedback throughout the centre |
| How to assess the capability of an organization’s workforce | By indentifying widespread developmental gaps so that training can be targeted appropriately |
| How to assist organisational restructure | By providing impartial information that is drawn from multiple assessors, across multiple exercises |
For information on pricing, please contact Jarrah Psychology to discuss your AC or DC needs and we will provide you with a quote.
