welcome assessment centres david phillips senior assessment partner dft resourcing group
TRANSCRIPT
Welcome
Assessment
Centres
David Phillips
Senior Assessment Partner
DfT Resourcing Group
Purpose of the Session
To discuss the use of assessment centres and to explore the pros and cons of the range of exercises used
Candidate Attraction
Sift Out
Select In
Candidate De-Selection
Civil Service Initial Sift Tests
Situational Judgement Tests
On Line Testing – External Suppliers
Competency Application Evidence
Candidate Assessment
CV Application Evidence
Appointment
Multiple Options Available
Multiple Assessment Options available, based on Competencies/Indicators to be assessed
- Competency Based Interview
- Technical and/or Professional Competency Based Interview
- Presentation
- Written Analysis
- In Tray
- Interactive/Role Play
Technical/ProfessionalCompetencies
R e c r u i t m e n t & S e l e c t i o n F u n n e l
Application Form Evidence
Focus on evidence that supports the indicators in the context of the specific role.
‘Makes decisions when they are needed, even if they prove difficult or unpopular’
In that..............................
Evaluates commercial tenders and communicates outcomes to both successful and unsuccessful suppliers.
A Multiple Assessment Process
Multiple participants
Combination of methods
Team of assessors
Range of criteria
Shared data
Why do we use Assessment Centres?
Realistic exercises allow candidates to demonstrate capabilities
A more objective and fairer way of assessing competencies
Generates much more information than the traditional interview
Comprehensive Data – therefore a more robust tool for an organisation to use
• They focus on the key competencies of the role• Very specific in measuring suitability of
candidates• They are thorough, avoiding over reliance on a
single technique, such as an interview• Range of techniques used• Range of assessors employed to obtain a
balanced picture
Advantages of Assessment Centres
Advantages of Assessment Centres
• Validity of process enhanced through using multiple techniques
• Can be interesting for participants - variety of challenges - meet other participants & assessors
• Can provide a useful flavour of the work - important in ensuring participants make the right choice
• Studies have shown that ACs are more effective at predicting successful candidates
Disadvantages of Assessment Centres
• Process can feel uncomfortable to some candidates, particularly where abstract exercises are used – we are careful to ensure realism
• Candidates can be offended by being asked to build things out of Lego when decisions about their career are on the line – we don’t
• AC exercises are sometimes transparent
• It is all too easy for candidates to ‘act’ in group exercises, which may be sustained for an hour, but not fulfilled in the job itself
Disadvantages of Assessment Centres
• ACs can be time consuming for the Department and candidates.
• External candidates can have difficulty arranging to be with us for a whole day.
• High ratio of observers to candidates can make it costly in terms of management time.
• Assessor training and Refresher training can add to the cost
Disadvantages of Assessment Centres
Predicting Success
0
1
Perfect Prediction
Random Prediction
0.65
0.54
0.53
0.5
0.4
0.3
0.1
0.0
Multiple methods, e.g. AC
Age
Graphology, Astrology, Phrenology
Interests, Years of Experience
ReferencesUnstructured Interviews
Personality Assessment
Competency Based Interview
Ability Test
Work Sample Tests
Possible Types of Exercises or Tests
Primary Evidence
In-tray
Written analysis/presentation
Presentation
Group exercises (x2)
Fact finding
Interview Simulation
Ability Tests
Secondary Evidence
Interview
Personality questionnaires
In-Trays
In-Tray (or In-Basket) exercises involve working from the contents of a manager’s in-tray, which typically consists of letters, memos and background information.
You may be asked to deal with paperwork and make decisions, balancing the volume of work against a tight schedule.
Pros & Cons?
Analysis Exercises
Typically, you are provided with a wide range of textual and numerical information, which you are asked to analyse in some detail and produce a report, including recommendations from your findings.
You may also be asked to make a presentation of your recommendations.
Pros & Cons?
Presentations
You may be required to make a formal presentation to a number of assessors.
Typically, the presentation topic is briefed and delivered on the assessment day. In other cases, you may be asked to make a presentation of your recommendations following an analysis exercise.
Pros & Cons?
Group Exercises(Assigned & Non Assigned)
Group exercises are timed discussions, where a group of participants work together to tackle a work related problem.
They are observed by assessors, who are not looking for right or wrong answers, but how participants interact with their colleagues in the team in tackling the problem.
Pros & Cons?
Fact Finding Exercises
In a fact-finding exercise, you may be asked to reach a decision starting with only partial knowledge of the situation.
Your task is to decide what additional information you need to make the decision, and to question the assessor or a professional role player to obtain this information.
Pros & Cons?
Interview Simulations (Role Plays)
Typically, you will be asked to interact with one or more professional role players to deal with a business situation, such as a member of staff whose performance is not up to standard, or a customer who is unhappy with the level of service from your organisation, or a stakeholder you need to negotiate with.
Pros & Cons?
Aptitude & Ability Tests
These are typically timed, multiple choice, on-line or paper and pencil tests, which assess the ability to interpret or reason with various types of information.
The type of test will vary depending on the nature of the job, but might include tests of verbal or numerical reasoning, or the ability to effectively respond to a range of management scenarios.
Pros & Cons?
Formal Interviews
An interview of some sort forms part of most assessments, although the format may vary.
Typically, you can expect either a competency based interview, where you will be asked to provide specific real life evidence to support the competency definition or a specialist interview, focusing on the specific skills, knowledge and experience required for the role.
Pros & Cons?
Self Report Questionnaires
You may be asked to complete one or more ‘self report’ questionnaires.
These are not concerned with your abilities, but look at how you see yourself in terms of your personality, motivation or occupational interests.
Pros & Cons?
Sample Assessment Matrix
- Primary Evidence - Secondary Evidence
Interview Role Play WrittenAnalysis
Topic Based Presentation Ability Test Personality
Assessment
Changing & Improving
(1 & 3)
(1 & 2)
(2 & 3)
(all 3)
Leading & Communicating
(2)
(1 & 3)
(1 & 3)
(all 3)
Collaborating & Partnering
(2)
(1 & 3)
(1 & 3)
(all 3)
Making Effective Decisions
(3)
(1 & 2)
(1 & 2)
(2)
(all 3)
Questions?
Please email any further questions to:
Thank you