This event itself cannot be considered an exam. Its results are not officially disclosed and are not grounds for dismissal or salary reduction. They are needed to make work with personnel more effective and to ensure the promotion of valuable specialists. Accordingly, after the assessment center, the "development center" technology is used.
When conducting a comprehensive assessment for selection for a vacant position, keep in mind: the most suitable candidate is not always the one who scored the most points. The main criterion here is the greatest correspondence to the position and the qualities required for it. If the candidate has a wider range of competencies compared to the developed model, this is as negative a sign as their lack. Excessively high competence leads to the fact that the employee begins to feel uncomfortable in this position and, most likely, will start thinking about moving to another company.
Career growth of the director
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Examples:
Two candidates were assessed chinese overseas europe data package in five competencies. To pass, you need to score three points. The average score for both candidates was 3.5 and 2.7, respectively. However, the first candidate received a very low score in two competencies and a very high score in three, while the second showed at least 2.5 in each competency. Here, it is better to choose the second candidate, although his overall result is worse.
The average score for the position in question is three. One candidate scored 2.8, and the other scored 4. When choosing, you need to consider the company's strategy, the number of competitors and their salary offers. If your resources are limited, the first candidate is preferable: he has a more suitable level of competence for you and does not expect a large salary increase. When there are no other companies in your field, it is worth taking the more successful candidate, since there is no alternative for him anyway.
The assessment may show that employees do not have the key competencies for the company. In this case, the management starts looking for other candidates whose characteristics meet the requirements.
Assessment examples
Cases can be compiled separately for each applicant or based on standard assessment methods. Let's consider what tasks may be encountered during assessment and how to solve them.
Appearance
Situation: one of the employees put on casual clothes for work, which are not regulated by the company's dress code. The appearance is rather immodest, causing hostility among clients. What should you do?
Here you should answer something like this: "I'll make a remark, ask you to read the dress code again, and send you to change." Other answer options, such as "I'll tell the manager," "I'll try not to notice," indicate poor management qualities and indecisiveness on the part of the applicant.
Interaction with subordinates
This case helps assess managers' ability to find the right solutions to ensure a calm environment within the team.
Creation of a technical department
Situation: a company has hired a young employee who is trying to seek help from an experienced specialist. At first, the mentor advises him on basic issues, then the new colleague becomes increasingly persistent, distracts him and does not allow him to concentrate on work. This eventually leads to a conflict. What should you do?
A similar case has the following solution - you need to talk to both employees, support the newcomer. If the candidate places the blame on one of the parties to the conflict, then he does not know how to give an objective assessment of the situation, is inclined to succumb to the influence of one of the parties and not take into account the opinion of the other. This quality prevents you from becoming a good manager.
Career growth
This example can be used to characterize the candidate’s desire for career advancement and his willingness to increase the amount of work performed in order to move to a higher position.
Situation: an employee performs his duties flawlessly, is active, and achieves high results. The boss gives him a chance to get a promotion, but only on condition that he passes a probationary period. This means that the employee will have to solve some tasks related to the offered position along with his current duties. The salary will not change, but a bonus will be assigned for high-quality performance of the work. Question: should the employee accept this offer?
If the candidate answers in the affirmative, then career growth is important to him, but excessive compliance can lead to mistakes. If the applicant prefers to refuse, then in this case he is not in the mood for career growth. It is best to express interest, but at the same time clarify what functions will be performed and what the end result should be.