Importance of Recruitment Assesment Centres

Many organisations have assessment centres for recruitment purposes where a variety of solutions are designed to evaluate candidates against the required skills for a job role. The reason is to find a suitable candidate for a job role by including verbal and written exercises and selection tests.

Recruitment and coaching training of employees are an expensive process and selecting a candidate only on the basis of an interview can be a bit risky. The interview sessions are subject to personal biases or preferences. Psychometric assessments have therefore become significantly common at all levels, with the aim to make recruitment decisions more objective and fair. An individual's answer is compared to those given by a relevant group of individuals (a 'norm group'). Although we often think of psychometric assessments along with other tools enable companies to find the best candidate for a job role. Moreover, from a practical viewpoint, companies use these evaluations as they find them as economical and reliable.

Psychometrics training are often utilised by employers as one of their selection procedures. There are two types of tests, which are mainly used in a recruitment process. They are:

Cognitive tests - ability and aptitude tests which measure present ability and potential to learn;

Personality questionnaires - which measure behavioural characteristics.

Employers may use these assessments at various levels in their selection process. Some use them in the early phases of the recruitment to select candidates on the basis of score in the test who only will be called for interviews. Others use them in the later or final stages of their selection process. They are probably to be used as part of an Assessment Centre process.