Assessment centres

Top candidate selection with an assessment centre

When hiring either in volume, or at pace, assessment centres can be incredibly valuable.

We’ve worked with clients to run post-graduate and MBA assessment centres and have a honed approach that has helped them to whittle down large numbers of high-calibre candidates using a series of online and in-person assessments.

Designing an effective assessment centre requires careful planning to ensure it accurately evaluates candidates’ competencies, behaviours and potential. Our assessment centres are structured to incorporate multiple exercises, measuring candidates’ suitability through both directly applicable case studies and gamified scenarios, which assess more than just intellectual horsepower and proficiency in technical acumen.

We know how important it is that the assessment centre should emulate the experience of working with the organisation, and while it’s always our objective to put candidates through their paces it’s also critical that they have a good experience. Individuals perform at their best when they feel at ease so we aim to hit the right balance of comfort and rigour, facilitating the assessment centre in a way that gives applicants a taste of the culture and expectations, often including key business stakeholder in delivering the day.

How we design a successful, innovative assessment centre

While we work with stakeholders to design our assessment centres, we bear in mind the following key points.

  • Define objectives and competencies: The first step is to establish clear objectives for the assessment centre. We help organisations to identify the key competencies and behaviours that define success in the role, such as leadership, problem-solving, teamwork, or decision-making. These competencies should align with business needs and be measurable throughout the process.

  • Choosing the right assessment methods: A variety of assessment exercises should be selected to ensure a well-rounded evaluation. These may include:

    •  Online pre-sifting, including questioning and timed video questioning
    • Interviews (structured or competency-based) to assess experience, motivation, and situational judgment
    • Group exercises to evaluate teamwork, leadership, and interpersonal skills
    • Role-plays to measure problem-solving, communication, and decision-making under pressure
    • Case studies or presentations to test analytical thinking and the ability to synthesise information
    • Psychometric tests (e.g., cognitive ability or personality assessments) to provide additional insight into candidates’ strengths and weaknesses.

  • Structuring the assessment centre: An effective assessment centre should be well-organised, with clearly timed exercises, trained assessors, and standardised evaluation criteria. It is essential to balance individual and group activities to assess different aspects of candidates’ skills. Additionally, assessors should be trained to observe behaviours objectively and use standardised scoring systems to minimise bias.

  • Ensuring fairness and validity: To maintain fairness, assessment centres should use structured frameworks that provide all candidates with equal opportunities to demonstrate their abilities. This includes removing bias, ensuring assessors follow consistent criteria, and making accommodations for candidates with specific needs. The validity of the assessment centre should be tested by comparing outcomes with actual job performance.

  • Providing feedback and evaluation: A well-designed assessment centre does not end with candidate selection; it should also include constructive feedback. Providing participants with detailed feedback on their strengths and areas for development enhances the candidate experience and can support future development, even for those not selected. Organisations can also evaluate the effectiveness of their assessment centre by reviewing success rates, participant feedback, and alignment with business outcomes.

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