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Instructor-led training -

Running an Assessment CentreRunning an Assessment Centre

Face to face / Online closed & onsite training. Restaurant lunch included at STL venues.

  • 1 day Instructor-led workshop

Who is this course for?

'Running an Assessment Centre' is for managers who want to invest in their company recruitment process by ensuring that they recruit the right people to drive their organisation forward, by providing both real value and tangible results to the business through the Assessment Centre selection process of new talent.

Running an Assessment Centre

Objectives

By the end of the one day workshop delegates will be able to:


  • Explain the importance of engaging all stakeholders and checking that organisational values are reflected in the Assessment Centre's activity
  • Understand the importance of matching the assessment centre activities to the relevant skills, knowledge and attitudes required by the business
  • Deliver results through unbiased and business focussed assessment centres


Course Syllabus

Work out what you want to achieve

Using the organisational alues as the basis for the assessments
Understanding the requirements of the role that you are recruiting for
Gathering information on the role and its responsibilities
What are the required skills, knowledge and attitudes?
Involving all of the relevant Stake Holders
Setting robust and fair criteria for assessments

Choosing the Right Activities

Designing your own exercises or using off-the-shelf tools
Using external and/or internal facilitators/assessors
Matching activity outcomes to the Values of the organization and the required skills, knowledge and attitudes that you want to observe
Using group or individual assessments
The benefits of one-to-one interviews
The importance of planning the schedule
Using Personality Profiling

Getting the Best from People

Offering every candidate an opportunity to demonstrate their skills
Pre-event briefing information for candidates
Welcoming candidates and addressing any concerns
Putting candidates at ease and providing a welcoming environment
Equal opportunities for all and avoiding bias
Giving feedback

Skilling up the Assessors

Training your assessors and interviewers
Using external experts and/or trained internal assessors who know your business
Putting in place checks and balances for fairness in order to avoid bias
Recording evidence, discussions and decisions
Having a fair and robust process
Giving fair Evaluation and Feedback to candidates

Taking things forward

Action Planning

"What do I get on the day?"

Arguably, the most experienced and highest motivated trainers.

Face-to-face training

lunch

Training is held in our modern, comfortable, air-conditioned suites.

Lunch, breaks and timing

A hot lunch is provided at local restaurants near our venues:

  • Bloomsbury
  • Limehouse

Courses start at 9:30am.

Please aim to be with us for 9:15am.

Browse the sample menus and view joining information (how to get to our venues).

Refreshments

Available throughout the day:

  • Hot beverages
  • Clean, filtered water
  • Biscuits

Online training

online training (virtual)

Regular breaks throughout the day.

Learning tools

in-course handbook

In-course handbook

Contains unit objectives, exercises and space to write notes

24 months access to trainers

Your questions answered on our support forum.

What to expect when training

Training Formats & Services

Training formats available

  • On-site at your company office UK wide
  • Closed group at one of our London training venues
  • Near-site at a location close to you
  • Bespoke one-to-one basis
  • Tailored training courses to your requirements
  • Executive coaching & mentoring

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Training manual sample

Below are some extracts from our Running an Assessment Centre manual.

Running an Assessment Centre


Work Out What You Want to Achieve

Using Organisational Values as the Basis for Assessments Start by aligning your assessment centre with your organisation’s core values. These values should be the foundation upon which all assessments are built, ensuring that candidates are evaluated not just on their skills but also on their fit with the company culture.

Understanding the Requirements of the Role Clearly define the role you are recruiting for. This involves understanding the key responsibilities, challenges, and expectations associated with the position.

Gathering Information on the Role and Its Responsibilities Conduct thorough research to gather detailed information about the role. This can include job descriptions, performance metrics, and input from current employees in similar positions.

Identifying Required Skills, Knowledge, and Attitudes Determine the specific skills, knowledge, and attitudes necessary for success in the role. This will help in creating targeted assessments that accurately measure these attributes.

Involving All Relevant Stakeholders Engage all relevant stakeholders, including hiring managers, team members, and HR professionals, to ensure a comprehensive understanding of the role and its requirements.

Setting Robust and Fair Criteria for Assessments Establish clear, objective, and fair criteria for evaluating candidates. This ensures consistency and fairness throughout the assessment process.

Choosing the Right Activities

Designing Your Own Exercises or Using Off-the-Shelf Tools Decide whether to create custom exercises tailored to your organisation’s needs or to use pre-designed assessment tools. Custom exercises can be more specific, while off-the-shelf tools offer convenience and standardisation.

Using External and/or Internal Facilitators/Assessors Consider whether to use internal staff who are familiar with the company culture or external experts who bring an unbiased perspective. A mix of both can provide a balanced approach.

Matching Activity Outcomes to Organisational Values and Required Skills Ensure that the outcomes of the activities align with the organisational values and the specific skills, knowledge, and attitudes you want to observe in candidates.

Using Group or Individual Assessments Decide whether to use group activities, which can reveal interpersonal skills and teamwork, or individual assessments, which can focus on personal competencies.

The Benefits of One-to-One Interviews One-to-one interviews provide an opportunity for in-depth evaluation of a candidate’s experience, skills, and fit with the company culture.

The Importance of Planning the Schedule Carefully plan the schedule to ensure a smooth and efficient assessment process. This includes allocating sufficient time for each activity and allowing for breaks.

Using Personality Profiling Incorporate personality profiling tools to gain insights into candidates’ behavioural tendencies and how they might fit within the team and organisational culture.

Getting the Best from People

Offering Every Candidate an Opportunity to Demonstrate Their Skills Design assessments that give all candidates a fair chance to showcase their abilities, regardless of their background or experience.

Pre-Event Briefing Information for Candidates Provide candidates with detailed information about the assessment process, including what to expect and how to prepare. This helps reduce anxiety and ensures they can perform at their best.

Welcoming Candidates and Addressing Any Concerns Create a welcoming environment and address any concerns candidates may have. This helps put them at ease and allows them to focus on demonstrating their skills.

Putting Candidates at Ease and Providing a Welcoming Environment Ensure that the assessment centre environment is comfortable and supportive, helping candidates to feel relaxed and confident.

Equal Opportunities for All and Avoiding Bias Implement measures to ensure equal opportunities for all candidates and to avoid any form of bias. This includes training assessors on unconscious bias and using diverse assessment panels.

Giving Feedback Provide constructive feedback to all candidates, regardless of the outcome. This helps them understand their strengths and areas for improvement.

Skilling Up the Assessors

Training Your Assessors and Interviewers Invest in training for assessors and interviewers to ensure they are skilled in evaluating candidates fairly and effectively.

Using External Experts and/or Trained Internal Assessors Who Know Your Business Consider using a combination of external experts and trained internal assessors who have a deep understanding of your business and its culture.

Putting in Place Checks and Balances for Fairness Implement checks and balances to ensure the assessment process is fair and unbiased. This can include having multiple assessors review each candidate and using standardised scoring systems.

Recording Evidence, Discussions, and Decisions Maintain detailed records of all assessments, including evidence, discussions, and decisions. This ensures transparency and accountability in the assessment process.

Having a Fair and Robust Process Ensure that the entire assessment process is fair, transparent, and robust. This builds trust in the process and ensures that the best candidates are selected.

Giving Fair Evaluation and Feedback to Candidates Provide fair and honest evaluations to all candidates, along with constructive feedback that can help them in their future career development.

Taking Things Forward

Action Planning After the assessment centre, create an action plan based on the results. This can include onboarding plans for successful candidates and development plans for those who may need further training.

By following these guidelines, you can run an effective and fair assessment centre that helps you identify the best candidates for your organisation.

 

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