The Assessment and Development Center provides a tangible and invaluable experience for the competencies that are necessary to fulfill the tasks and responsibilities expected from a job position with a successful performance.

It allows professionals in business life to see themselves in career development and to realize their current potential while preparing for the next position, through a development process based on learning.

For the people participating Assessment and Development Center Practice, process is never an end, but a start for a career development.

Assessment Center applications, which is an important step in talent management and career planning,

In making promotion decisions,
In determining the training and development needs,
It is used for selecting the most suitable candidates for open positions within the organization.

Assessment Center is a tool that gives direction to the future of the person who participated in the study, i.e. career life. Therefore, the assessment center is expected to be objective, impartial, tangible and understandable.

To get the most accurate results from the assessment center and to carry out an efficient process, you need to take care of 3 basic steps.

Stages respectively,

The “Design and planning” stage where we answer the “What to measure” question
The “Application and logistics” phase of the “How to do” question and
Final Stage 3. The step is “evaluation and feedback”, where we answered the question “How much we understood and how much we could tell”.

Assessment Center,

What extent the person who is nominated for the job position can do the job,
Organizational culture and
Allows us to understand whether the person will be compatible with the team involved.

The performance of the person is observed by the experienced consultants, and concrete information about strengths and development areas are obtained.

In order to be able to make an objective observation, the roles and responsibilities of the job position are put on the table and the appropriate competence and behaviour characteristics are primarily determined.

In the next step, business simulations and cases are developed to see and observe the competencies and behaviors.

What are the different business situations for a certain type of job in a typical business day? In cases prepared according to this situation, it is expected that the person, accompanied by a consultant or with a group of friends, will have a solution for a problem and to present a common decision.

One of the key elements and frequently asked questions we need to pay attention to is that these cases related to the targeted position of work, and may differ from the circumstances in which the person is currently experiencing.

We can briefly give some examples of cases and exercises, as follows:

Performing a performance interview with an unmotivated employee
Performing a sales interview with a difficult customer
Resolving conflicts between employees
Meeting with group friends to reach a common decision
Create a workflow and plan about the roles and responsibilities that are expected from him
It can include different tasks such as preparing and making presentations by analyzing the information given in the company and department.

Let’s take a look at the application day;

In the role study within the cases, approximately 15 minutes of interviews are conducted between the consultant and participant for solving the given problem. In this study, along with the role-player, the observer consultant can take part if preferred.
In group study, participants discuss about a problem to reach a common decision during an average 1 hour. In this process, consultants are not active, they only observe.
In case analysis and presentation, participants will review the information given with an individual study for an hour and prepare a presentation. They make 15-minute presentation to consultants and answer the questions asked.
Like inbox exercises, work and time planning can range from 30 minutes to 1 hour, according to the intensity of the case.

In all these stages, it is very important that the consultant be an impartial observer, and the participant is eager to reveal his/her performance. It is also another important element that is naturally expected to have an effective time planning on both sides.

The concrete observations obtained on the day of the application are interpreted and converted into a report as inferences.

At this stage, it is very important to report the observations and inferences in a consistent and understandable way. The prepared reports are shared at the end of the process with the “Human resources department” of the organization in the “Talent review” meeting.

If the study is a development center application, the results are discussed at a one on one feedback meeting and in the framework of a coaching interview.