On the basis of an analysis of the situation, we define a model of competences including knowledge, skills and attitudes necessary to take up work in the position in question, as well as those further skills which are desirable in the ideal Candidate. The Assessment Centre method allows us to place the Candidate in various situations and confront him or her with scenarios simulating the real challenges of the position. The way the Candidate achieves the tasks faced is observed by specially selected and trained assessors with the right business experience and psychological preparation. The assessors may include employees from the Client's company, as well as consultants of PSI Polska, whose presence ensures the objectivity of assessment and its independence from the internal situation in the company.

On each occasion we prepare a unique set of tasks with regard to the specific situation and skills involved.
These tasks might include

• group discussions with specific roles assigned or without such roles,
• group/individual tasks to be carried out,
• presentations in a larger group forum or only in front of assessors,
• simulated 'difficult conversations' e.g. with Clients, employees, superiors etc., the conversational partners being played by specially prepared 'actors',
• written 'case study' tasks, 'in basket' tasks (the analysis of a large number of documents and decision-making on this basis), 'fact finding' (establishing facts on the basis of given information),
• knowledge tests,
• tests of the ability to analyse verbal and numerical information,
• tests of creativity
• professional personality questionnaires (e.g. OPQ by SHL, the Thomas International method).

With external recruitment, we observe strict confidentiality of participants and that is why all the interactive tasks are performed with the participation of actors, sometimes played by selected assessors.

The Assessment Centre session usually lasts from 1 to 2 days, and is prepared in such a way that each competence is evaluated in a minimum of 2 tasks. The objectivity of the evaluation process demands that each person should be assessed by minimum of 2 assessors. The end result of the entire process is the evaluation of individual competences of the persons assessed, as well as an individual report on each of the assessed Candidates.

A well conducted Assessment Centre process allows us to make optimal employment decisions regarding the position in question. The participant, thanks to the feedback obtained, is in a much better position to make appropriate self-assessment, achieve fuller awareness of his or her competences, as well as build individual development plan to become more effective.