The Assessment Center Interview is Back by Popular Demand!

The Assessment Center interview methodology, popular in the 80's, is making a comeback. Now that HR Departments are more capable of adequately measuring the cost of a bad hire, the Assessment Center interview approach could be money well spent, especially since the so called "traditional interview" continues to be an inferior approach to determine a candidate's real potential for on-the-job success.

The Assessment Center interview does not refer to a specific location, but instead to a process of selection. Hr-Guide.com defines an Assessment Center Interview as a variety of testing techniques designed to allow candidates to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job.

Although it adds more stress for some recruits, others, who do not perform well in the traditional interview settings, see this as an opportunity to shine. The Assessment Center interview can last anywhere from a few hours to days and all types of positions from skilled to unskilled, management to non-management can use this approach as part of the selection process.

Since the Assessment Center phase of the interview is costly due to personnel needs for group sessions, travel or material preparation, companies might choose to do them much later in the selection process. Once you get to this point it means the company is seriously considering your candidacy. Knowing that should immediately give you a boost in confidence, probably at least until you see how many others are going through the same process.

Generally speaking, most of the exercises or "tests" you do in an Assessment Center interview are designed to measure specific job skills. These "tests" can take the form of any or a combination of the following:

1. Case Studies -- If a candidate is applying for the job of Marketing Manager, one evaluation component of the Assessment Center could be the creation of a marketing plan for a new product. The solution could require that components include budgeting, promotion, scheduling etc. This type of assessment allows a potential employer to see how candidates analyze data and issues, identify solutions, create project plans and present findings.

2. In-Tray Exercises -- This exercise might have candidates actually role-play in a particular scenario to see how they prioritize tasks, handle interruptions and think on their feet when a crisis situation arises. Recruiters might also be gauging how job seekers manage operational conflicts.

3. Group Exercises -- These Assessment Center exercises give candidates an opportunity to work with a group to complete specified assignments. Job seekers get to demonstrate team work skills and interpersonal interactions in a group environment.

4. Role Plays --These exercises allow candidates to demonstrate communication skills and customer service skills. Scenarios could even be developed to gauge a candidate's listening skills or empathy and the ability to influence others.

5. Job Skills Demonstration -- Job seekers get the chance to actually perform as they would on the job. As an illustration, if you are being hired in a hourly/skilled profession as a seamstress, you may have to sew something. If applying for a position as an electrician, you may have to use a schematic diagram to complete a wiring assignment. Being considered for a Payroll Clerk? You could be asked to reconcile deposit slips or do general ledger entries.

Tips to succeed with the Assessment Center Interview:

1. All the same general rules for interview preparation apply. These include wearing appropriate attire and showing up on time, well rested and prepared to do well.
2. Take the sessions seriously. Your behavior is being monitored so try to behave as you would on the job.
3. Become very familiar with the job description and the expected success behaviors BEFORE the interview.
4. Don't try and "figure out" what they are trying to measure while you are in the interview. Focus on the tasks at hand.
5. If you are given pre-interview materials ahead of time - Read them!
6. Brush up on your industry technical skills before the interview.
7. Read instructions carefully.
8. Do an audit of your materials to make sure you have all you need to proceed successfully.

As with all interviews, if you remain focused on your goal of showing the employer that you are the best person to do the job, this type of interview should not be a big deal.