Assessment Centres

The competencies for some roles are better assessed in the group situation rather than the traditional one-on-one interview. For those roles, job applicants undergo assessment at an “assessment centre”.

An assessment centre is a process, not a place. The assessment centre process is characterised by participants engaging in several exercises designed to imitate a particular task or skill needed for the job. 

Facilitated by a trained Hudson Assessor, these exercises measure competencies through clusters of behaviours, motivators, and specialised skills and knowledge.

It will always be clear to participants which competencies are being assessed. The measures used will be the most accurate ways of measuring the potential for performance in any given behaviour or skill. 

The behaviours and skills required by employers are varied, and therefore the exercises that are tailored to suit each role are also varied. Some exercises will be group-based, while others will be completed individually.

Participants are given relevant information in advance if any preparation is required for the exercises.

The types of simulation exercise may include:

	Role play
	A tailor-made simulation in which participants manage a ‘real issue’ or scenario. This could be a discussion with a customer, solving a problem with a colleague or even making a sale.
	Group exercise
	An exercise designed to simulate a meeting or group discussion, usually where the group works together to solve a problem or resolve an issue.
	In-tray or in-basket exercises
	These exercises involve paperwork that would be typically required in that particular role.