Key
Benefit of using Assessment Centers
The key benefit of using Assessment Centers is that it offers the
highest predictive ability regarding a candidate's potential when
compared with other available assessment tools.
Comparison of Assessment Tools |
Tool |
Predictive Ability |
Assessment Center |
0.7 |
Ability Tests |
0.54 |
Personality Tests |
0.38 |
Source : Study by Neil Anderson & Vivian Shackleton, 1993
Note: Ability Tests and Personality Tests are commonly classified as Psychometric Measures.
- Ability Tests are tests of an individual's ability to manage a particular cognitive process such as numerical analysis, numerical critical reasoning, verbal reasoning, spatial reasoning, etc.
- Personality Tests / Inventories provide an indication of an individual's preference for a particular style or behavior. However, they can only produce the individual's own view of their preferences rather than a measurement of what the individual actually does.
| • |
Ability Tests are tests of an individual's ability
to manage a particular cognitive process such as numerical
analysis, numerical critical reasoning, verbal reasoning,
spatial reasoning, etc. |
| • |
Personality Tests / Inventories provide an
indication of an individual's preference for a particular
style or behavior. However, they can only produce the
individual's own view of their preferences rather than a
measurement of what the individual actually does. |
Besides offering better predictive ability in
evaluation, Assessment Centers also helps:
| • |
Provide a
systematic and consistent means of evaluation |
| • |
Achieve
fairness in promotion/selection decisions by allowing
candidates to demonstrate job-related abilities on a
level-playing field |
| • |
People
better understand future on-the-job requirements |
Application of Assessment
Centers
Assessment Centers can be used for Selection or Development
purposes. Examples of major applications are in:
Selection Applications |
|
Development Applications |
| • |
Recruitment
|
• |
Identifying training and development needs for individuals |
| • |
Identifying candidates for promotions and succession
planning
|
• |
Determining career paths for indiividuals |
| • |
Idenitfying candidates for overseas job postings
|
• |
Provide better understanding of competencies required in
future job positions |
| • |
Identifying 'talent pool' |
• |
Confirming ability of individuals after undergoing other
types of tests |
More...
|
