In this article we will see those characteristic aspects of the method and also, a kind of guide that allows us to differentiate it from other evaluation techniques that sometimes improperly use the name of Assessment Center.
The Assessment Center (AC) consists of a standardized assessment of behavior, based on multiple stimuli and inputs. Several observers, consultants and technicians, specifically trained, participate in this evaluation and are responsible for observing and recording the behaviors of the participants. The judgments made by the observers / consultants are made mainly from specifically developed simulation activities.
Then the evaluators' results and notes are analyzed, discussed and integrated into an Evaluation Committee usually held the days following the AC. During this committee the presence (or not) of certain behaviors is discussed and if they are present, in which dosage (rating). This integration process gives as a final result the evaluation of the behavior of the participants in the dimensions, competences or other variables that the AC has proposed to measure.
There is an important difference between the Assessment Center method and the Assessment Center Methodology. Various elements of QA methodology are used in procedures that do not correspond to QA guidelines and characteristics, such as when a psychologist or HR professional, acting alone, uses simulation exercises as a stage in an evaluation process. of a candidate.
The following aspects are, in our opinion, the essential elements and steps for an evaluation process to be considered a CA:
- Job analysis. Behavior classification. Use of specific techniques. Use of multiple techniques. Simulations. Group of evaluators / consultants / technicians. Training of evaluators. Collection and recording of data. Reports. Integration of data.
Job Analysis
It is the procedure or method used (usually a mix of: interviews, observation, job check lists) to determine the skills related to successful performance in a job, role, or job family. An analysis of the relevant behaviors must be carried out to determine which dimensions, competencies and attributes are important to achieve superior performance and thus be able to identify what should be evaluated by the AC.
Behavior Classification
The behaviors exhibited by the participants must be classified into relevant and significant categories such as: Dimensions, competences, aptitudes, abilities and knowledge.
Use of specific techniques
The Techniques used in the AC must be specifically designed to obtain information about the dimensions or competencies previously determined during the job analysis stage.
The design or construction of QA should clearly establish a link between observable behaviors, competencies, and assessment exercises or techniques. This link should be documented in a format or in an assessment skills-exercises / techniques matrix.
Use of multiple evaluation techniques
Multiple evaluation techniques should be used. These may include: tests, interviews, simulations, questionnaires. They are specifically selected to allow the emergence of a wide variety of behaviors and relevant / significant information in relation to the selected competences.
Simulations
Evaluation techniques should include a sufficient number of simulation exercises related to the job, tasks or family of positions that facilitate the emergence of as many opportunities as possible for the evaluators to observe and record the behavior of the participants in relationship with each competency assessed.
At least one simulation exercise must be included in the construction of the AC. In the case of positions with simple tasks, generally one or two simulation exercises are sufficient to obtain the information that the analysis of the position has determined to be relevant.
Evaluators - Observers - Technicians
Several consultants should be used to observe and evaluate each participant. The maximum ratio of evaluators is a function of multiple variables that include the type of exercise used, the dimensions of the competencies to be evaluated, the training of the evaluators - observers, the experience of the team and the purpose of the AC, although an adequate ratio is 2 observers. by evaluated.
Observer Training
The evaluators must receive thorough training and also demonstrate that they have the necessary competencies to carry out the task. Among other skills, they must have the ability to observe, record and classify behaviors, including specific knowledge.
Collection and Registration of Data
Observers should use a systematic procedure with which to record behaviors at the same time as observing. These procedures can include from notes, behavior checklists, scales, etc. In the case of using audio or video recordings, they should be analyzed at a later meeting.
Reports
The evaluators should prepare a report of the observations made during each exercise before the data integration discussion or the statistical integration process.
Data Integration
The integration of the observed behaviors will be based on the analysis and discussion of a pool of information provided by the observers. The integration of the information will be reached by consensus or by other means of reaching a joint decision.
