Assessment in HR
The term “assessment” causes the adrenaline level to rise in many applicants or managers. Yet many people know neither the exact contents, nor the functioning and framework of an assessment.
An assessment is part of the HR selection and development process. Candidates are usually put to the test over a period of 1/2 – 2 days in the setting of various assessment exercises.
Inhalte / Content
- 1 What is an assessment?
- 2 What types of assessment are there?
- 3 What is meant by an “assessment center”?
- 4 When does an assessment make sense?
- 5 What exercises and tests are used?
- 6 How does an assessment work?
- 7 What is the duration of an assessment center?
- 8 Advantages and disadvantages of an assessment center
What is an assessment?
“Assessment” or “psychological diagnostics” is a subfield of psychology and at the same time an important part of the professional activity of psychologists. Psychological diagnostics is always in demand when rational decisions have to be found or substantiated. In this sense, it provides the methodological foundation for decisions.
In the HR sector, assessment is used to make strategic decisions in the areas of recruitment, selection and development on a methodologically sound and structured basis with increased certainty. Especially wrong decisions on appointments with their implications on cost are avoided. In addition, succession planning is facilitated and employees can be offered internal career mobility. This has the effect of achieving sustainable employee loyalty to the company.
Single or multiple exercises, tests, role plays and interviews can be used for an assessment. The goal of the employer is to better get to know the different competencies and personality traits of the candidates.
An assessment is generally developed and conducted with a specific job profile in mind. In the case of a potential analysis, however, the evaluation is usually broader.