Assessment centers use a job simulation approach to measuring skills, and can include a variety of exercises such as in-baskets, role plays, business analysis and planning exercises, presentations, and group exercises. Censeo helps clients develop assessment centers, and related assessment approaches, which are used for selection or development purposes.

The Business Need
Job simulations can more accurately measure certain kinds of skills than other types of assessment methodologies. Rather than making inferences about competencies, the key behavioral skills are observed and evaluated directly. Furthermore, job simulations have a high degree of “face validity,” and are perceived as fair and a reasonable measure by both participants and people who make decisions based on the assessment results.

Many companies would like to include more job simulations in their selection and development processes, but constructing valid exercises requires a high degree of expertise, and there are a variety of implementation issues that must be managed.

The Solution
Censeo’s consultants, with advanced degrees in Industrial-Organizational Psychology, have more than 30 years experience in developing assessment centers and related assessment processes. The scope can range from one or more short simulations included in a structured interview, to a day-long assessment center with many exercises.

The methodology varies depending on the client’s needs and the types of job simulations, but these are the basic steps in developing an assessment center:

1. Clarify the objectives for the process and the context in which the results will be used.
2. Identify the competencies and specific behavioral skills to be measured.
3. Develop the overall design for the center including types of exercises, and time/resource requirements.
4. Develop all assessment center materials including administration instructions, participant materials, role player instructions, evaluation guidelines, assessor consensus process, etc.
5. Develop assessor training program, including a facilitator’s guide so the client is not dependent on consultants going forward.
6. Develop feedback report (including development suggestions) and computer based scoring platform.
7. Conduct assessor training and observe first live center; make revisions to the process as appropriate.
8. Implement the process, including good communications.

Key Benefits

• Valid exercises which elicit the behaviors most important for successful leadership in the organization.
• Comprehensive instructions and guides for participants, role players, and assessors to ensure the process is consistently applied.
• Training for role players and assessors (and interviewers for mini-simulations).
• Computer based processes for scoring and reporting assessment center results.
• Customized individual reports that include identified skill gaps and development recommendations.