If you want to recruit for a position and need to have a number of potential candidates in one place at the same time, you will need to find a way to differentiate between each candidate within the given time frame of one working day. Assessment days are generally constructed of tasks and activities which help the company, with the help of a business psychologist, assess skills and attributes not easily discernible in the conventional interview.
The problem with conventional Assessment days is that it takes ALL DAY to figure out if the person you like is the person for the role, and that’s even after they have passed one or perhaps two initial interviews. There are many types of group exercise used at assessment centres.
Typical competencies measured in the group exercise are:
1. Analytical Thinking
2. Achieving Goals
5. Interpersonal Effectiveness
6. Oral Communication
Group exercises at assessment centres are measuring a candidate’s ability to work in a team, contribute, delegate, and solve problems. Assessors are looking for candidates who can listen to other people’s ideas, be positive, and articulate their own ideas. In short, they measure the skills which are useful in a real working environment.
The End of Assessment Days?
But we don’t actually need to do all those things! With the Thinking Quotient completed before the day begins by the prospective candidates, we can narrow this time down to less than half of one day, saving everyone time and money. For example, we can tell from the image below which candidate is motivated in which way, and how this transfers to the organisational role for which they are applying.
Using the Thinking Quotient either before or during a typical Assessment Day’s activities, we can filter for the above attributes before a candidate even turns up for the assessment day.
Get in touch today for more information on how we can lower the staff turn-over in your organisation, and save you money on assessment days too!