​Assessment Centers are a popular selection tool, where candidates evidence their aptitude and skills for the applied position in various individual and group tasks as well as simulation exercises. Their behaviour and responses are observed and evaluated by trained assessors, based on previously defined criteria.

When should Assessment Centres be used?

  • when several candidates need to be assessed at the same time, as ACs make candidate comparisons easier
  • when greater numbers of candidates need to be assessed as ACs make the selection process more effective
  • when selecting for key positions (e.g. leaders) where it is vital to select the best candidate
  • for positions requiring social and communication skills (e.g. in sales or customer service).

Advantages of the method:

  • Tailored: candidates can be observed in situation exercises that best simulate the future position’s requirements
  • Objective: all candidates are assessed along the same previously defined criteria and besides our consultants, decision makers from within the organisation can also observe the candidates
  • Time efficient: practically any number of candidates can be assessed in one day
  • Multidimensional and complex: candidates evidence their aptitude and skills across several different situations and tasks and are assessed by several observers
  • Active: candidates are active and respond spontaneously as there are no single ‘good’ or ‘bad’ answers and they are unaware of the exact assessment criteria, they cannot ‘practice’ in advance and respond naturally according to their personality/


  • Group tasks (e.g. group decision, group project planning)
  • Role-play and paired exercises (e.g. negotiation, conflict with client or colleague)
  • Presentation tasks
  • Short case studies
  • Psychological tests (personality tests, skills tests)
  • Interview
  • Written tasks (e.g. answering emails, letterbox tasks)