Assessment Centers Failure
Many companies use the assessment centers during the recruitment process. They want to hire the right person and they want to demonstrate the real life situations to select the job candidate with the best behavior. They usually fail. The assessment center does not show it, usually.
The assessment center should significantly increase the chance to select the right person and to minimize the costs of hiring as the orientation of the new employee can be quick and the desired performance level is reached quickly. How many assessment centers have you seen? The people know the rules of the assessment game. They can play the game for one day.
The assessment center is seen to be fair to all candidates as the conditions are the same. This is not usually true as the people always have their preferences and they see, what they want to see. There is always “hallo effect”. The external consultants can try to be objective and they can evaluate all criteria fairly, but the managers observing the candidates in the assessment center can prefer one candidate easily.
Many managers run the assessment centers as their excuse. They want to have some “expert” reason to hire the new employee. They know, whom they want to hire, they just need someone else to tell them “This person is the right one for the job.”
Running assessment centers just for this reason is extremely expensive option.
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