3 Responses

1. Research
   You may be interested in the following paper published by DDI, with whom I worked as a lead assessor at the Derby Toyota factory some years ago:

   http://www.ddiworld.com/pdf/validityofACwhitepaper.pdf

2. Promotion tool?
   Ian

   If it is helpful, we differentiate between ‘assessment centres’ per you email, for recruitment, and ‘development centres’ for promotion.

   Both have their place, with proper provision some outstanding results, both have some common features, and some outsanding differences….

   Delighted to advise more if you contact me direct.

   Jeremy Thorn
   Chairman
   QED Consulting
   S Yorks and London
   http://www.qedconsulting.co.uk

3. Validity of Assessment Centres
   Ian,
   There is a lot of empirical evidence demonstrating their validity in predicting job performance. However, some of the conventional wisdom about assessment centre design e.g. the reliance on “expert” models of assessment is being questioned. Moreover some of these design principles can significantly raise the cost of assessment centres but don’t necesarily produce any significant benefit over simpler designs.
   If you have the data, which I imagine you do, it would be fairly simple to conduct your validity study. However, there are also other issues to consider such as the extent to which the design of assessment centres is aligned to factors such as organisational values and culture. For example if you are seeking a more empowered, coaching based culture then “expert” assessments as used in traditional assessment centre designs will not “fit”.

   Its a huge topic so please do email me to discuss further jon.kendall@castletonpartners.co.uk