Assessment centre

What it means

An assessment centre is a selection method in which candidates spend half a day to a day on a series of tasks: case studies, group discussions, role plays, presentations and tests. Assessors observe their behaviour and compare it with the required competencies.

Unlike an interview, where candidates talk about themselves, an assessment centre shows how a person actually solves problems, cooperates and decides under pressure. The criteria come from the company's competency model.

A similar method used for current staff is called a development centre. It serves not for selection but for identifying strengths and development needs as part of talent management.

How it works in practice

Assessment centres are used mainly to select managers, in graduate programmes and for roles with many applicants. They form part of the recruitment process after initial CV screening.

Companies run them in-house or through an HR agency. Costs for rooms, assessors and tests are tax-deductible recruitment expenses.

Candidates should receive feedback even when unsuccessful. A professional process strengthens employer branding and the company's reputation in the labour market.

What to watch out for

Tasks must relate to the job and be the same for everyone, or discrimination risks arise. Questions about family plans, religion or health are prohibited, even in a playful format.

Test results and assessors' notes are personal data. Candidates must be told how long they are kept, and they should be destroyed after selection unless the candidate agreed to longer retention.