How to design and run a successful Assessment Center
Seminar methodology
- Interactive presentation:
80% of the content is based on practical activities (role plays, case studies, group discussions).
- Role plays:
Each participant has the opportunity to practice both roles:assessor and candidate and will benefit by both participants and trainer’s feedback.
- Video watching:
Short inputs related to candidate’s assessment rules; these examples will be analyzed and discuss by & with the participants.
Seminar content
- History of the assessment centers
- Utility of assessment centers
- Defining the competencies profile
- Typical exercises for an assessment center
- How to avoid common errors in assessment centers
- Personality assessment – Hogan Assessment Systems
- Assessing candidates and decision making
- Writing reports and delivering feedback
Benefits
- Our trainers are consultants with a minimum hands on practice of 6 years in recruitment & selection, employee assessment and also practical experience in organizational psychology
- We use interactive methods (role-plays, case studies, group exercises etc)
- Training sessions are a networking opportunity for experience exchange with others specialists in the field
Trainers
Our trainers have an average experience of 6 years in Human Resources and specialized in psychology. They are also experienced in working with groups and delivering training sessions and are certified in working with HOGAN Assessment methodology.
Who should participate
- Human resources specialists
- Human resources managers
Details of participation
- OPEN and IN-HOUSE sessions
- Duration – 2 days
- Location – Bucharest
- OPEN Sessions » 2012
*** Participants to Practical recruitment and selection abilities course or to Hogan Assessment Certification workshop benefit from a 20% discount when enrolling for this seminar.
by phone: 0040 21 310 54 57/59, email:
Instant Registration
