Definition of assessment centre

The term "assessment centre" dates back to the 1960s when the concept gained popularity in the United Kingdom's public sector organizations. The aim of an assessment centre is to assess an individual's potential for promotion or selection for a particular role in an organization through a series of activities that evaluate various skills and attributes. The idea of using these centres originated from military settings where the concept of selection boards had been used for centuries to identify high-performing candidates for officer positions. However, in the 1960s, as businesses became more complex and competitive, organizations recognized the need for a more comprehensive and objective process for selecting and promoting employees. The first assessment centres were established in the UK's public sector in the mid-1960s, primarily in large corporations, such as British Airways, Shell, and Unilever. The concept gained popularity in the private sector as well, and soon assessment centres became a common practice in many organizations worldwide. In an assessment centre, candidates participate in a range of activities, including group discussions, presentations, case studies, role-playing exercises, and psychometric tests, which are designed to evaluate their skills, abilities, and competencies in a simulated work environment. The results are then analyzed by a team of specialists, who provide feedback to candidates and recommendations to the hiring manager or organization for selection decisions. The assessment centre approach allows for a more objective and comprehensive evaluation of candidates, as multiple dimensions of performance are considered, reducing the risk of errors and increasing the effectiveness of hiring decisions. It has become a widely recognized best practice for talent selection and development in many organizations across industries worldwide.