Microsoft Word - APAM-2 4.1.doc

Figure 5.1 Components of effective assessment in assessment centres

Use job analysis

Use assessment

techniques

Train assessors

Validated decision

Systematic

Recording

Use multiple

assessments

Behavioural

attributes

Assess each

competence

Use multiple

assessors

Report

Source: adapted from Swanson & Foster (2005).

need to be emphasised again here. The task of assessing job applicants is technical and
requires a thorough understanding of the job and the assessment techniques or tools.
Therefore, the more assessors are familiar and experienced with assessment centres, the
better the quality of the assessment. There is no firm rule on who should be part of the
team of assessors. However, gender, race, seniority, experience are some of the criteria
for appointing assessors. Recording the transactions made in the assessment centres is
as important as the assessment itself. Each observation made regarding each compe-
tence demonstrated has to be systematically recorded on a well-designed form that will
rate or rank the presence or non-presence of a certain competence in an individual in
relation to a specific aspect of the job. Using tapes, that can be replayed later, can help
to illustrate what areas may require more questioning or testing. Criteria for making a
decision regarding each job application are made based on the aggregation of the results
from each assessor. A decision based on these aggregates is sufficiently valid to rec-
ommend some individuals for employment. Where divergences on key areas of assess-
ment are noted among assessors, a consensus has to be reached by using criteria that
will be accepted by all. Where differences may still exist, recommendations will be
submitted to the management for a final decision on who should be recruited based on
the face value of the results as well as management wisdom. Finally, Figure 5.1 sug-
gests that the ten principles of effective assessment centres are interlinked and intercon-
nected because of the symbiotic and synergetic influence of each principle in the entire
assessment centre.

References and confirmation of employment
References are useful for the purpose of confirming factual information obtained from
the application letter and an opinion concerning the applicant taken from the interview
and other selection methods used. A provisional offer may be given to the applicant that
depends on satisfactory references being obtained.