The failure to recruit the right candidates can cost your company a fortune in time and money. The same applies for selecting staff for promotion. If recruits or staff are not motivated, engaged or committed, the likelihood is that your organization will suffer. This book gives you the guidance, tools and techniques to help determine the best candidates for the job. A Practical Guide to Assessment Centres and Selection Methods provides you with the right tools to gain a fully rounded picture of candidates, be they new recruits or prospects for promotion. In two parts, the book shows you how to create market-standard assessment and development centre methods in your organisation. It also provides a range of easy-to-implement assessment exercises, giving you practical advice on how to use them for best results. Part 1 shows you to understand key staff competencies and how to develop internal structures that will allow you to develop a "Competence Framework". It describes how to design and run an assessment centre which works for both the employer and the candidate. It reveals what makes a top-class assessor and describes the role of psychometric instruments in selection. Finally, it presents practical advice on how to adapt and devise your own staff selection activities for revealing the most suitable candidates, using the tools given in Part 2. Part 2 is particularly valuable. It delivers a wide range of different assessment activities designed specifically to determine key strengths and weaknesses of potential candidates. These activities include: * a range of role-play activities. These will help you assess a number of typical issues including performance feedback, dealing with disputes and how to influence without formal authority. * "In Tray" activities designed to reveal how candidates prioritise work. * Report writing and analysis activities designed to reveal how participants use data and information. . * Open-ended group decision-making activities. These use role play in a variety of typical business situations, followed by an analytical phase to reveal how participants may have changed their views during the course of the exercise. * Physical task group activities designed to be more relaxing and enabling the assessor to determine how candidates behave when they are more relaxed and less formal * Mental task group activities which help participants understand how plan, organise, adapt, influence and communicate * Supplementary group activities designed to act as a reserve should other exercises become "over-exposed" or if there is a need to regularly run several group activities with a nominated leader A Practical Guide to Assessment Centres and Selection Methods provides you with a robust, rounded way to measure candidate competency in recruitment or in assessing for promotion. A FREE CD reproduces all the exercises contained in the book so that you can print them individually whenever you need.

Table of Contents:
Part One: Is effective selection art or science? The case for assessment centres; What are we assessing? Developing a competence framework; Designing and running an assessment centre; Assessor skills; The role of psychometric instruments in assessment and development; Adapting and devising activities; Further reading Part Two: Activities; Role plays; In-trays; Analytical /report writing; Open ended group decision making; Physical task group activities; Mental task group activities; Supplementary group activities