© 2008 the a&dc group ltd james foster marketing manager © the a&dc group 2009 the...

© 2008 The A&DC Group Ltd

James FosterMarketing Manager

© The A&DC Group 2009

The Changing Face of The Changing Face of Assessment CentresAssessment Centres

Mike Murray


A&DC Ltd - Some of our Clients


Agenda

The Changing Face of Assessment Centres

21st Century Initiatives and Tools

Demonstration

Group Activity and Feedback


Research on Trends in Assessment

Total sample: N = 443; Timeframe: Oct. 2007 – Feb. 2008 Responses from 43 Countries on 5 Continents Business Sector:

Private Sector = 78% Public Sector = 19% Not for Profit = 3%

Size of Organisation: Over 2,500 staff = 30% 500-2,500 staff = 20% Less than 50 staff = 32%

Type of Centres they run: ACs = 68% DCs = 32%


Broadly similar across the world

Why do people use ACs and DCs?

Top Uses for AC Methodology Global % (Rank)

External Recruitment 57 (1)

Diagnose Development Needs 56 (2)

Identify High Potential 50 (3)

Graduate Recruitment 49 (4)

Inform Internal Promotion 45 (5)

Succession Planning 38 (6)


Assessors

Global trend of generally one or two levels above Participant Most organisations have less than 5 trained Assessors Choice of Assessors:

HR Staff are 1st choice in all Continents (68% for ACs; 48% for DCs) Line Managers are 2nd choice in all Continents except Africa

Observation technique: Behavioural Ticklists = 50% Unstructured Observation = 46% ORCE = 43% (Top user is Europe = 57%; Africa =31%)


Assessor Training - Duration

Training DurationAfrica

%Asia

%Europe

%Oceania

%Americas

%

Less than 0.5 day 5 11 10 9 27

0.5 - 1 day 14 26 31 41 20

1 - 1.5 days 9 17 16 5 0

1.5 - 2 days 23 17 21 18 0

More than 2 days 40 24 18 18 40

Other 0 2 1 5 7


Who designs the AC/DC?

Designers of AC/DC

Continent

Africa%

Asia%

Europe%

Oceania%

Americas%

Internal HR Resource 28 44 34 38 28

Other Internal Resource 13 10 17 17 24

External Consultants 44 29 25 21 34

Use ‘off-the-shelf’ exercises 15 10 22 24 7

Don’t know 0 8 2 0 7

Europe and Oceania make greatest use of ‘Off-the-Shelf’ exercises and least use of External Consultants so are most self-sufficient


Most popular Exercise Types

Exercise Types

Africa Asia Europe Oceania Americas

% Rank % Rank % Rank % Rank % Rank

In-Basket/In-tray or Inbox Exercises

44 1 10 5 9 4 19 2 17 3

Interview Simulationsor Roleplays

22 2 28 2 34 1 44 1 46 1

Group Discussion - Non Assigned Role

15 3 29 1 25 2 19 2 25 2

Analysis Exercises 9 4 8 6 19 3 4 5 8 4

Oral Presentation Exercises

7 5 11 4 9 4 10 4 0 6

Group Discussion - Assigned Role

3 6 14 3 4 6 4 5 4 5


Other popular Assessment Tools

79

79

69

27

14

13

12

8

4

0 10 20 30 40 50 60 70 80 90

Personality Questionnaires

Interviews

Ability Tests

360 Degree Feedback

Business Games

Interest Inventories

Situational Judgement Tests

Outdoor Activities

Other

Ad

dit

ion

al A

sses

smen

t T

oo

l

% of Respondents


Current use of technology

30%

19%

16%

9%

8%

7%

4%

3%

22%

10%

21%

9%

12%

9%

8%

3%

0% 5% 10% 15% 20% 25% 30% 35%

Computers for Exercise Participant

Computers for Resources Centre Managers

Computer for Results Assessor

Computers to Monitor Validation

Video Cameras to Record Exercises

Video Cameras to record Feedback

Audio Tapes to record Exercises

Audi Tapes to Record Feedback

DC

AC


Agenda

The Changing Face of Assessment Centres

21st Century Initiatives and Tools


Situational Judgement Tests – An Example

You have just attended an internal training course delivered by your manager. While talking to the other delegates privately after the course, several of them were critical of how your manager delivered the course. Your manager is unaware of this feedback and you felt the course delivery was adequate.

a) Tell your manager that you personally think the course went well and don’t mention the feedback from other delegates.

b) Tell the other delegates that they should communicate their feedback to your manager if they feel strongly about it.

c) Tell your manager about the feedback from other delegates, without mentioning them by name.

d) Don’t mention any feedback about the course to your manager.


Graduate Dilemmas Test

Online Situational Judgement Test (SJT) for sifting candidates

Series of typical scenarios an entry-level graduate might face

Candidates rate effectiveness of different responses to scenario

Measures five common graduate competencies


Electronic Inbox

DEMONSTRATION


Electronic Inbox – A New Trend in Assessment Centres

Electronic exercise versions have additional

features not available in traditional pen & paper

exercises: Increased face validity Fly-in emails can increase realism More info on Participants’ behaviour Better info on Participants’ behaviour

The computer allows much better presentation of Participants input & output (tables, graphs & results)


Electronic Inbox – Features

Uses Microsoft Office™ documents as attachments within emails

Includes an electronic diary You can schedule new emails to arrive during the

Exercise Uses the Participant’s name throughout the Exercise in

emails, the organisation chart etc. Can be installed on as many PCs or laptops as you

wish allowing you to deal with more than one Participant at a time


Inbox - Overview

Realistic simulation of prioritisation and decision-making

Participant can:create, reply & forward messages to relevant individuals

create Word and Excel documents if necessary

manage and schedule appointments in an electronic diary

access (personalised) organisational charts

access information about the scenario/company

Similar in form and function to Outlook / Lotus Notes


Inbox – Participant View


The Inbox Collection – Assessor Marking


The Report Format

Single Word document which includes: Biographical data

Participant Report Form

User notes

Summary of changes to the diary

E-mail summary highlighting e-mails actioned

All participant responses

Document summary

Any attached documents

This report can be edited for marking purposes if required


The Inbox Collection - Benefits

High face validity Truer reflection of today’s modern, technology based working environment Creates the impression of working in ‘real time’

Professional Image Innovative way of presenting information within an Assessment Centre Forms a positive impression of organisation

Improved Assessment Data Increased awareness of the Participant’s approach to the task Professionally formatted report

Faster Assessment Degree of automation in marking and report generation Participant information can be stored and retrieved quickly

Increased Flexibility Standalone exercise or host for the Assessment Centre Customised and bespoke available as well as off-the-shelf selection

Accurate Elicits evidence of job-relevant behaviours Marking framework encourages objectivity


Inbox Hub™

‘Day in the Life’ approach Inbox used as a delivery

mechanism for other exercises Inbox calendar shows times for

other exercises Information for other exercises

provided in emails Participant has flexibility in how

they organise their time


Virtual Job Tryouts

Applying Marketing Principles

People remember more information from advertisements for good brands and are willing to pay more for them.

Employer Brand = Product

Attracting Employees = Attracting Customers

Retaining Employees = Keeping Customers


Virtual Job Tryout

© 2008 the a&dc group ltd james foster marketing manager © the a&dc group 2009 the...

Documents

continents business

hr staff

assessment total sample

adc group

private sector

video cameras

public sector

internal training course