Assessment Centres

Multi-Method Assessment Insights
An assessment centre uses a range of evaluation techniques, including role plays, job simulation exercises, interviews and psychometric tests, to create detailed competency insights on participants.

The assessment centre methodology could date as far as 1500 years back in India, as indicated in Kautilya’s Arthashastra. The Arthashastra describes different methods of assessing ministerial role aspirants, including performance appraisal, multi-party feedback, interviewing, and ability testing.

Assessment Centres have outlasted other forms of assessments due to their objectivity, accuracy and reliability in predicting best person-role fitments, and creating a culture of performance. With its rich combination of exercises and tools, the predictive validity of assessment centres can be as high as 65% in certain cases (as indicated by various studies). Compare this with the traditional interviewing method, which has only about 19% predictive accuracy.

Feedback and results from the Assessment Centres are best used for:

1. Selection: Selecting candidates against the competencies and proficiency levels required for successful performance in specific roles

2. Promotion: Identifying the right candidates for promotion based on higher level competencies

3. Development: Creating long-term development plans that help participants leverage their strengths and address areas of improvement

4. Succession Planning: Identifying successors to be groomed into leadership positions

HR Anexi’s assessment centre approach adopts the Iceberg Model of Behavioural Drivers, where multi-prong techniques are used to generate a complete assessment on each person – his outward behaviours and their underlying traits, motives, and values.

We conduct extensive research at client sites to contextualize the design of an assessment centre to their business environments. At the same time, we bring rich domain expertise and experience of industry best practices to standardize key elements of our assessment centres. Our assessment centres can be delivered in traditional as well as virtual settings.

Senior Leadership Assessment Centre

Leadership Pipeline development is perhaps the most decisive determinant of a company’s leadership capital. Is the organization producing the leadership talent it needs for long-term success? How can it ensure successful management to leadership transitions? If a leader of a large unit left today, how prepared is the organization to quickly meet this gap?

Today organizations want to identify their high potential managers for developing them into future generation leaders. In our Senior Leader Assessment Centre (SLAC), we assess the capability of potential successors through job analyses, robust assessment exercises, and psychometric tools. We follow up with individualized coaching and other strategic development programs to groom future leaders for succession.