The people involved should represent all relevant facets of the organisation and The evaluation panel the people it supports. To ensure accurate assessment of applicant performance, there would ideally be equal (or more) evaluators to the number of applicants being assessed. This ensures that evaluators do not have to divide their attention between multiple applicants at any one point in time. However, in some exercises such as group simulation activities an experienced assessor may be able to effectively assess two applicants simultaneously. People with different backgrounds provide different contributions to the assessment process. resources and/or recruitment staff are familiar with the importance of objective evaluation and are likely to base ratings on the job description. Managers and team leaders can provide input within the context of applicants’ results and potential in achieving work outcomes, their fit within the team, and suitability to perform the work in line with contemporary practices They will also have insight into potential matches with people who receive services. Peers have knowledge of the requirements for the role and are able to assess the applicants’ suitability to carry out the work in line with contemporary practices. People with disability are able to focus on the quality of service and the candidates’ suitability based on the desires of people with lived experience. with a good understanding and experience of the assessment centre A facilitator process should facilitate the session. The key purpose of the facilitator’s role is to ensure that the assessors give their evidence and judgements on each applicant in a fair and objective manner. It is the facilitator’s role to ensure that activities are conducted in a standardised manner and that evaluations are made using the standardised assessment criteria. He or she will usually be responsible for updating the scores on applicants and will guide discussion of applicant suitability at the end of the assessment process. Assessor training Research indicates that assessor training improves the reliability and accuracy of ratings. It is recommended that the entire evaluation panel undergoes training on assessment centre involvement. The training needs to include both generic assessment centre skills and skills specific to the assessment centre with which the assessor will be involved. Training will typically include the following: Assessment centre key principles Assessors need to learn about the reasons why organisations use assessment centres, the role of assessment centres in recruitment, and best practice at assessment centres, including ethics and confidentiality of information, as well as techniques to reduce bias.
The people involved The evaluation panel should represent all relevant facets of the organisation and the people it supports. To ensure accurate assessment of applicant performance, there would ideally be equal (or more) evaluators to the number of applicants being assessed. This ensures that evaluators do not have to divide their attention between multiple applicants at any one point in time. However, in some exercises such as group simulation activities an experienced assessor may be able to effectively assess two applicants simultaneously. People with different backgrounds provide different contributions to the assessment process. resources and/or recruitment staff are familiar with the importance of objective evaluation and are likely to base ratings on the job description. Managers and team leaders can provide input within the context of applicants’ results and potential in achieving work outcomes, their fit within the team, and suitability to perform the work in line with contemporary practices They will also have insight into potential matches with people who receive services. Peers have knowledge of the requirements for the role and are able to assess the applicants’ suitability to carry out the work in line with contemporary practices. People with disability are able to focus on the quality of service and the candidates’ suitability based on the desires of people with lived experience. A facilitator with a good understanding and experience of the assessment centre process should facilitate the session. The key purpose of the facilitator’s role is to ensure that the assessors give their evidence and judgements on each applicant in a fair and objective manner. It is the facilitator’s role to ensure that activities are conducted in a standardised manner and that evaluations are made using the standardised assessment criteria. He or she will usually be responsible for updating the scores on applicants and will guide discussion of applicant suitability at the end of the assessment process. Assessor training Research indicates that assessor training improves the reliability and accuracy of ratings. It is recommended that the entire evaluation panel undergoes training on assessment centre involvement. The training needs to include both generic assessment centre skills and skills specific to the assessment centre with which the assessor will be involved. Training will typically include the following: Assessment centre key principles Assessors need to learn about the reasons why organisations use assessment centres, the role of assessment centres in recruitment, and best practice at assessment centres, including ethics and confidentiality of information, as well as techniques to reduce bias.
Module-5-VBR-Toolkit-Assessment-Centres.docx