The assessor studies the actions of the participants and comes to conclusions. They are required to be familiar with the assessment format and assessment rules, be able to recognize behavioral indicators and determine the actual level of skills. Most often, each assessor works with two participants. Thus, to assess a team of eight people, four such specialists must be selected. The function of the expert can be performed by an external consultant or an employee of the company, if he has been trained. In particular, there are special schools where HR employees can acquire skills in assessing candidates.
The play-along player takes part in a simulation of a certain situation. He must follow the instructions and ensure the adaptation of the participant.
The moderator of the results ivory coast email list summary holds a meeting where the experts summarize the findings obtained during the observation: they assess the level of competence of the participants on a point scale, identify their valuable qualities and prospects.
The role of observer is also encountered. As a rule, this role is played by a specialist in the HR department, the head of the participants in the assessment or a higher department, who shows interest in directly studying the actions of the employee being assessed.
Read also!
"How to get contacts from a client: the most effective methods"
Read more
Stages of assessment
Assessment is carried out using different methods: interviews, exercises, cases or a combination of these options. It is important to follow the sequence of actions. Let us consider in more detail the stages of the assessment.
Audit or formation of a competency model
The latter is a set of personal characteristics that contribute to high-quality performance of work, as well as indicators that reflect the essence of each set of skills. For example, taking into account job responsibilities, an employee must have soft skills in full or only partially. From the point of view of the company or department, each competency may have its own characteristics.
For example, the following behavioral indicators may characterize the “results orientation” skill set:
The employee persistently strives to achieve the goal.
Solves all assigned tasks.
Performs work efficiently and without delays.
Ready to increase the workload in order to achieve results, going beyond the boundaries of the personal area of responsibility.
Due to the specifics of doing business and internal regulations, even similar positions may have completely different lists of competencies. Accordingly, behavioral indicators will differ significantly.
The competency model is the basis for planning and implementing an assessment center. Therefore, if it is not available, it is necessary to form it and identify behavioral indicators that ensure the fulfillment of assigned tasks and professional growth.
Development of assessment exercises in accordance with the approved competency model h3
Now you need to prepare a scenario for the event, as well as create cases and tasks for the participants. Cases can be individual or group, depending on whether the employees' work is assessed individually or in a team. The scenario can include interviews or testing.