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Assessment Center

An objective methodology, assessing a group of candidates for a particular job:

is based on simulations nearing real-life working situations
uses individual and group simulations and motivational interviews
its methodology includes psychodiagnostic testing, allowing evaluation of not only the candidate's behavior but also their more detailed personality characteristic

It allows to avoid subjective feelings, such as the halo effect, and to compare more candidates at the same time in standardized conditions.
It minimizes the errors of assessment, such as the undesired effects of subjective impressions, i.e. errors occurring in other methods.
It provides data for further work with the candidate when starting a new job and for his further development.

Assessment Centre applications

1st area	2nd area	3rd area
Selecting a new employee	Assessing internal candidates when selecting for a new or managerial position	Utilization of AC results for further development
When selecting a new employee, the main purpose here is to identify the candidate's potential for the job in question. The potential is related to the competencies, the job description and the required parameters. preparation of the simulations is tailored to the client‘s specific requirements, his orientation, his anticipated development etc. The candidates in most cases do not have specific knowledge, which is why AC consists rather of generally formulated simulations and exercises, the aim being to evaluate the candidates‘ potential to succeed in the given job. Individual assessment MThe AC methodology is adapted to working with an individual; its use is mainly in TOP positions.	In most cases, the purpose here is to establish the current status of certain important personality characteristics in a larger number of employees with the same kind of job. The internal candidates are assessed in relation to the new job, being assessed in terms of their current abilities, motivation, performance and personality potential for the new position. AC ensures a professional prediction of their success in this new position. One can usually count on the candidates to have enough experience and knowledge related to the particular job and the simulations and exercises can be adapted accordingly.	In the course of the AC, a lot of information is gathered about the individual participants. This information forms a basis for providing intensive feedback to each participant. At the same time, the results can be used as an important basis for further work with the selected candidate, for his/her development, his/her start in the new position. His/her strong points are made use of while his/her weaknesses are helped to develop.
The goal here is to select the most suitable candidate for the given position.	The goal here is to identify the participant's strong and weak points in relation to the future required working competencies.	The goal here is to set the optimal development right from the start in the new position.