have 20 years' assessment centre design experience advising some
of the world's most demanding companies including: American Express,
BAT, Debenhams, Johnson Wax, NAAFI and Saatchi & Saatchi.
the assessment centre programme for BAT which was recently evaluated
by the Henley Management College and found to have high predictive
validity (.56) - the only published evidence of a long-term validation
study in a major British company.
Since we have
been senior HR managers in our own right, the assessment centres
we design are not only psychologically rigorous but also practical
and user friendly. The feedback we get from the participants is
invariably positive and this helps create a good image for the potential
you can expect from our well designed assessment centres include:-
evidence shows that a professionally designed and managed assessment
centre has a higher predictive validity than any other available
Management Time and Lower Costs
total management time involved in 'traditional' recruitment where
candidates may have several interviews can often be far greater
than in an assessment centre where managers and candidates meet
just for one or two days.
and More Confident Selection Decisions
managers selection decisions are made more quickly and with greater
confidence in an assessment centre.
centres have distinct advantages when selecting teams. Candidates
can be seen working together which makes it easier to assess the
most complementary mix of personalities and skills.
Skills for Senior Managers
senior managers find, for the first time, that they must learn
to discard cherished stereotypes and rely totally on objective
evidence from which to draw inferences about candidates' competencies.