Why should assessment centres be used for recruitment?

OK, back to the assessment centres theme of recruitment. In the context of recruitment whilst assessment centres are usually found at the second stage in the selection process, assessment centres are becoming more common at the first stage interview. This clearly represents a significant increase in assessment centres usage in the field of recruitment.

But given the fact that assessment centres represent an additional recruitment cost, employers must place a high value on them. So why is that? Well most employers will testify that the quality of their selection decisions using assessment systems is significantly better than just using traditional interview methods, particularly when placed in the hands of inexperienced line managers. In addition it is generally accepted that candidates are more likely to accept a job offer if assessment centres were used than if they had just been interviewed. Why? Because candidate's have a perspective that assessment centres are objective and fair and provide them with the best means to display their abilities. Candidates also believe that any organisation willing to invest in assessment centres must be serious about recruitment and therefore must be serious about retention, and that means they probably have a culture of learning, career development, and recognition and reward for attainment and support learning needs with development centres or learning resource centres.

Consequently assessment centres are not only ensuring the organisation can select the most suitable people but assessment centres also ensure that the best people will be attracted to the organisation. It is therefore clearly important to use assessment centres when recruiting specialists, or senior personnel, or those with great potential - for these will be in demand elsewhere.