Assessment Centres

Assessment Centres are widely accepted to be the best indicator of participants' future performance and their use is widespread. The aim of an Assessment Centre is to provide objective information, using various methods, about a person's potential 'competence' (a dimension of behaviour relevant to performing a job - this is not about technical ability).

The focus is on behaviour with exercises which capture and simulate aspects of the targeted job. The output is used to aid your selection decision, minimising the chance of making an expensive mistake: either selecting the 'wrong' person or rejecting someone who could have made a valuable contribution to your organisation.

Assessment Centres should have a clear purpose, be well integrated into your HR system, be run by trained assessors, be fair, and be validated.

Development Centres

Organisations are fluid and must continually develop their employees. People at all levels must meet constantly changing business needs and have the necessary skills and competences to succeed within your organisation. The focus of the Development Centre is on identifying individual development needs and providing the opportunity to begin addressing these issues through feedback and coaching both during and after the Centre.

Development Centres should be open, imaginative, clear and constructive, with a development plan formulated at the conclusion, and with follow-up validation.

Our approach is professional, flexible and fun. We make our Centres a constructive experience for client and participant alike.

Our input - we can be involved from the outset through to completion and validation, or we can simply use our experienced assessors to support your own HR team.

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