Assessment Centres

Passion to Perform
Assessment Centre
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Assessment Centres
Content
Assessment Centres.
Why are they used?
Different Assessment Approaches
Effects
Success Factors
A Typical One-Day Assessment Centre
Example Competency Model
Example Competency Model Managerial Competence
Criteria to observe
Case Studies
Automotive Industry Sales Development Centre
Industrial Trucks Industry Potential Assessment Centre
Financial Services Development Centre
MTI Expertise
MACHWRTH TEAM International Dohrmanns Horst 19 D-27374 Visselhvede Telefon +49 (0) 42 62 / 93 12 - 0 Fax +49 (0) 42 62 / 38 12 E-mail: info@mwteam.com Internet: www.mticonsultancy.com
Assessment Centres
Assessment Centres.
are considered a fair way of assessing candidates skills and abilities
... make use of various combinations of exercises like psychometric tests,
interviews and role plays to assess particular competencies in individuals
and feed results back to them
typically involve the participants completing a range of exercises which
simulate the activities carried out in the target job
In most assessment exercises, the

fish bowl principle is used as a
set of assessors observe the candidates
and judge about their ranking
regarding determined criteria.
Assessment Centres
Why are they used?
Participants are assessed for three different human resource functions:
Selection
Who to select for
a management position
Diagnostic
Determining strengths and
weaknesses in work related skills
In order to make it fair, you all get the same task:
climb this tree!
Development
Providing training for managerial
and teamwork skills
Assessment Centres
Different Assessment Approaches
Assessment
Assessment Centres
Centres usually
usually --
Development Centres
Centres usually
usually -Development
have
have aa pass/fail
pass/fail criteria
criteria
are geared
geared towards
towards developing
developing the
the
are
individual
individual
are
are geared
geared towards
towards filling
filling aa job
job
vacancy
vacancy
address
address an
an immediate
immediate organisational
organisational
need
need
address aa longer
longer term
term need
need
address
have aa greater
greater emphasis
emphasis placed
placed on
on selfselfhave
assessment
assessment
focus on
on potential
potential
focus
are
are geared
geared to
to meet
meet the
the needs
needs of
of the
the
organisation
organisation
are geared
geared to
to meet
meet the
the needs
needs of
of the
the
are
individual as
as well
well as
as the
the organisation
organisation
individual
assign
assign the
the role
role of
of judge
judge to
to assessors
assessors
place emphasis
emphasis on
on developmental
developmental
place
feedback and
and follow
follow up
up with
with little
little or
or no
no
feedback
selection function
function
selection
place
place emphasis
emphasis on
on selection
selection
tend
tend to
to be
be used
used with
with external
external
candidates
candidates
give feedback
feedback immediately
immediately
give
have aa substantial
substantial pre-centre
pre-centre briefing
briefing
have
tend to
to be
be used
used with
with internal
internal candidates
candidates
tend
Assessment Centres
Effects
Long term studies show:

By regular use of assessment methods
Recruitment costs decrease (30%)
Personnel development costs decrease (15 -20%)
Assessment Centres
Success Factors
Criteria
Catalogue
Competency
Model
Follow up
Assessment
Job-related
Assessment
Centre
Detailed
Report
Line Managers
as Assessors
Observer
Briefing
Feedback
Assessment Centres
A Typical One-Day Assessment Centre
Introduction
Introduction of
of participants
participants and
and candidates
candidates
Company
Company presentation
presentation
Individual
Individual presentations
presentations
Coffee
Coffee break,
break, socialising
socialising informally
informally
Psychometric
Psychometric testing
testing
Inbox
Inbox exercise
exercise
Buffet
Buffet lunch,
lunch, socialising
socialising informally
informally
Group
Group exercise,
exercise, solving
solving aa work-related
work-related problem
problem
Interviews,
Interviews,
hour,
hour, skills-based
skills-based
Feedback
Feedback to
to candidates
candidates
Assessment Centres
Criteria to observe
Function
Requirement
Competency
Team Coach
Influencing
Social
Description
Ability to persuade individuals (externally, internally, upwards and downwards) convincingly and with integrity to achieve the
best possible outcome.
Too little
Ideal
Too much
Concedes quickly. Chooses the

easy way. Frequent result: produces
win (customer): lose (own company)
situations.
Is easily manipulated himself, wants
to be everybodys darling/friend.
Is influenced externally, by his
counterpart or others (too
approachable).
Rarely concludes sentences with
impact message tends to drift and
get lost. Tends to leave things open
or unclear (voice/language/visual).
Does not realise the benefit for his
counterpart or himself = is unable to
express and demonstrate the
positive benefit.
Is believable and credible.

Shows empathy and understanding and
achieves win-win.
Articulates the message clearly and
obtains buy-in.
Must be able to express and demonstrate
the positive benefit.
Attitude: I must be the winner. Frequent

result: win (own company) : lose
(customer).
Takes manipulation as a means to an end
to enforce own views.
Want to force his views / way on others.
Result: no buy-in.
Solely knows his benefit = is able to
express and demonstrate benefit, but only
for himself.
1 2 3 4 5 4 3 2
Passion to Perform
Case Studies
Assessment Centre
MACHWRTH TEAM
INTERNATIONAL
Marketing & Sales
Customer Service
Project Management
E-Learning Programs

Telefon +49 (0) 42 62 / 93 12 - 0 Fax +49 (0) 42 62 / 38 12
Assessment Centres
Sales Development Centre

Automotive Industry
Assessment Centres
Case Study Automotive Industry
Initial
Initial Situation
Situation
The
The current
current market
market is
is aa sellers
sellers market
market within
within the
the region
region Middle
Middle East.
East. In
In future
future this
this situation
situation will
will
change
change and
and the
the market
market will
will become
become aa buyers
buyers market
market
The
The market
market growth
growth is
is organised
organised by
by general
general importers
importers or
or key
key accounts.
accounts. They
They are
are not
not selling
selling only
only
companys
companys trucks
trucks &
& busses,
busses, but
but also
also other
other brands.
brands. When
When the
the market
market is
is squeezed
squeezed and
and becoming
becoming aa
buyers
buyers market,
market, real
real and
and creative
creative sales
sales persons
persons are
are needed
needed
A
A customised
customised development
development concept
concept is
is created
created on
on the
the basis
basis of
of companys
companys academy
academy modules
modules
With
With the
the help
help of
of aa development
development centre
centre all
all sales
sales reps
reps generated
generated an
an individual
individual development
development plan
plan what
what
to
to improve
improve when
when attending
attending the
the training
training modules
modules
12
Assessment Centres
Automotive Industry Roadmap
Delivery
Development concept
Project marketing
Buy in of the
countries
Project marketing
Invitation & org.
observer
Invitation & org.
participants
Design
Development concept
Feedback I & II
I) Immediately
II) approx. 14 days
Evaluation
after approx. 12
months
Marketing
result
communication
Observer Briefing
Workshop
Sunday, June 15
Potential AC I III
Mon, Tue, Wed
Competence
check
design
13
Assessment Centres
Automotive Industry Design Example Observer Briefing
09:00
10:30
14:15
Start Observer briefing

Welcome, Introduction participants Agenda, goal
Doubts & expectations, rules & roles
10:30
10:45
14:15
Coffee break
10:45
11:15
Introduction of the overall process
11:15
13:00
DISC
Introduction of the DISC method, Creating an ideal job
profile for a sales person
13:00
14:00
Lunch
14:00
15:30
Defining missing criteria

Perception task 30
15:30
15:45
Coffee break
15:45
18:30
Importance of perception (Johari window)

Gain experience with role plays (1:1 sessions)
Introduction AC agenda, structure and clarifying
feedback process
personal DISC profile
14
Assessment Centres
Automotive Industry Design Example
Welcome
Group presentation DISC Profiling
08:30
09:45
09:45
10:00
Coffee break
10:00
10:30
Q&A Session
Group 1
10:30
11:00
Observer
1+2
DISC Interview
C1
DISC Interview
C2
11:00
11:30
11:30
12:00
12:00
12:30
12:30
13:00
DISC Interview
C3
DISC Interview
C4
DISC Interview
C5
DISC Interview
C6
DISC Interview
C7
DISC Interview
C8
Role play
Concrete Pump
C1 = Sales person
C6 = Customer
3+4
Role play
Customer
Development
C3 = Sales person
C7 = Customer
Role play
Customer
Development
C8 = Sales person
C1 = Customer
14:00
14:30
Group 2
5+6
7+8
Role play
Customer
Complaint
C4 = Sales person
C8 = Customer
Role play
Customer
Complaint
C5 = Sales person
C2 = Customer
Role play
Concrete Pump
C5 = Sales person
C6 = Customer
9+10+11+12
Case study
Group work incl.
presentation of the
results (observed)
Role play
Concrete Pump
C6 = Sales person
C7 = Customer
Role play
Customer
Development
C4 = Sales person
C8 = Customer
Role play
Customer
Complaint
C7 = Sales person
C1 = Customer
Role play
Concrete Pump
C3 = Sales person
C2 = Customer
Role play
Customer
Development
C1 = Sales person
C3 = Customer
Role play
Customer
Complaint
C6 = Sales person
C4 = Customer
Role play
Concrete Pump
C2 = Sales person
C5 = Customer
Role play
Customer
Development
C7 = Sales person
C4 = Customer
Role play
Customer
Complaint
C2 = Sales person
C5 = Customer
Role play
Concrete Pump
C8 = Sales person
C3 = Customer
14:30
15:00
DISC
Interview
C9
DISC
Interview
C10
DISC
Interview
C11
DISC
Interview
C12
15:00
15:30
15:30
16:00
16:00
16:30
Role play
Customer
Development
C11 = Sales
person
O = Customer
Role play
Customer
Complaint
C12 = Sales
person
C14 = Customer
Role play
Concrete Pump
C13 = Sales
person
O = Customer
Role play
Customer
Development
C14 = Sales
person
O = Customer
Role play
Customer
Complaint
C9 = Sales
person
C13 = Customer
Role play
Concrete Pump
C10 = Sales
person
O = Customer
Coffee Break
DISC
Interview
C13
DISC
Interview
C14
Role play
Customer
Development
C12 = Sales
person
C10 = Customer
Role play
Customer
Complaint
C11 = Sales
person
O = Customer
Role play
Concrete Pump
C9 = Sales
person
O = Customer
Role play
Customer
Development
C13 = Sales
person
C9 = Customer
Role play
Customer
Complaint
C10 = Sales
person
C12 = Customer
Role play
Concrete Pump
C14 = Sales
person
C11 = Customer
16:30
17:00
Break
Numeracy test
17:00
17:30
Closing of day
Quick Feedback
Verbal reasoning
test
Numeracy test
Verbal reasoning
test
17:30
open
Case study
Group work incl.
presentation of
the results
(observed)
Observer Conference
(with buffet)
13:00
14:00
Lunch
15
Assessment Centres
Automotive Industry Transfer Roadmap
Training measures
Start with first training measures
in the countries
Country Kick Off
In each country a Kick-off event
will be delivered to present the
development measures
Roundtrip
Responsible person of company
will have a feedback discussion
with each participant
MTI consultant will attend this trip
Participant report
discussion
July
August
October
November/December >> >>

16
Assessment Centres
Potential Assessment-Centre
Industrial Trucks Industry
Recruitment of engineers for a new
support function
Assessment Centres
Case Study Industrial Trucks Industry
Short Info
New
New function
function was
was described
described in
in aa job
job description
description and
and aa competency
competency model
model was
was developed
developed
45
45 qualified
qualified field
field engineers
engineers were
were pre-selected
pre-selected in
in 66
66 interviews
interviews
The
The further
further recruitment
recruitment was
was based
based on
on the
the key
key success
success factors
factors of
of the
the client
client
Recruitment
Recruitment done
done by
by assessment
assessment centres
centres facilitated
facilitated by
by MTI
MTI and
and observed
observed by
by qualified
qualified line
line
managers
representatives
and
MTI
experts
managers representatives and MTI experts
Aim
Aim was
was to
to recruit
recruit 30
30 support
support engineers
engineers with
with capability
capability to
to lead
lead aa team
team and
and aa coaching
coaching function
function
After
After recruitment
recruitment the
the 30
30 engineers
engineers were
were trained
trained to
to fulfil
fulfil their
their new
new role
role
Assessment Centres
Industrial Trucks Industry Roadmap
Training 4
Training 3
Training 2
Administration
AC preparation
AC 3
Training 1
Observer workshop
Definition workshop
Project step
Start
Concept and
decision
AC 2
Definition workshop
Basic Training
AC 1
Training
preparation
Month 3
Assessment Centres
Industrial Trucks Industry Design Example
Group 1 (1-8)
Observer
1+2
3+4
Group 2 (9-15)
5+6
7+8
Session 2
1 to 1
Communica
tion
1 to 1
Communica
tion
1 to 1
Communica
tion
1 to 1
Communica
tion
14:15
14:45
1 to 1
Communica
tion
1 to 1
Communica
tion
1 to 1
Communica
tion
1 to 1
Communica
tion
Single work
(Statistical review)
Single Work
(Case
Study)
Session 1
13:45
14:15
9+10
Team
work
(Case Study / Organisation and
moderation of a SE team meeting)
Break
Session 3
1 to 1
Communica
tion
1 to 1
Communica
tion
1 to 1
Communica
tion
1 to 1
Communica
tion
15:30
16:00
1 to 1
Communica
tion
1 to 1
Communica
tion
1 to 1
Communica
tion
1 to 1
Communica
tion
Single work
(Complex service
calculation)
Single
work
Session 4
15:00
15:30
This represents the first part of the AC. At 16.30 group 1 will swap with group 2.
Assessment Centres
Design of development centre within

the event of an outdoor training for the
junior management in the area of
Financial Services
Assessment Centres
Case Study Financial Services
Short Info
To
To implement
implement an
an effective
effective development
development of
of high
high potentials,
potentials, aa development
development and
and an
an assessment
assessment centre
centre
were
were implemented
implemented as
as parts
parts of
of the
the talent
talent management
management program
program
After
After recruitment
recruitment of
of young
young talents
talents their
their capabilities
capabilities were
were checked
checked in
in aa development
development centre
centre at
at the
the very
very
beginning
beginning of
of the
the talent
talent management
management program
program
In
In the
the form
form of
of aa special
special event
event the
the potential
potential AC
AC has
has been
been conducted
conducted as
as an
an Outdoor-AC
Outdoor-AC
Development
Development recommendation
recommendation for
for each
each candidate
candidate
After
After completing
completing the
the program
program each
each candidate
candidate had
had to
to attend
attend an
an assessment
assessment centre
centre aiming
aiming to
to make
make aa
decision
decision on
on career
career path.
path.
Two
Two career
career paths:
paths: Management
Management or
or expert
expert function
function
Assessment Centres
Financial Services Roadmap
Post-processing phase
Detailed reports
Discussion with superior
Development plans
Young Potential Program

Self awareness
Communication skills
Conflict handling
Team work
Project management
Conduction phase
Conduction of AC
Observer conference
Feedback
Conception phase
Developing a competency profile
Working out criteria check list
Conception of exercises
Working out material and agenda
Observer briefing
January - August
After
After 12
12 month
month
assessment
assessment centre
centre
September >>
>>
>>
>>
>>
>>
Assessment Centres
Financial Services Design Example
Time
Min.
09.00
1. Day
Time
Min.
2. Day
Arrival Coffee/Snacks
09.00
30
Introduction of day
09.30
30
Introduction
09.30
180
Outdoor activities and reflections
10.00
60
3 Group tasks rope star/E-fence/Castor transport introduction
12.30
45
Lunch
11.00
15
Evaluation and securing of data
13.15
120
First Feedback for some participants and further exercises
11.15
60
15.15
15
Break
12.15
15
15.30
30
Final speech handing out documents and solemn farewell
12.30
60
13.30
45
Evaluation and securing of data and lunch
14.15
75
2 Group tasks rope crossing/Leonardo bridge
15.30
15
15.45
75
2 Group tasks rope crossing/Leonardo bridge
17.00
30
First joint evaluation of the day with the participants
17.30
30
Participants take a knowledge test
17.30
30
Beginning observer conference (trainer / consultant)
18.00
End of the 1. working day (participants)
20.00
Evening - event
16.00
Closing and return journey
Passion to Perform
MTI Expertise
MACHWRTH TEAM
INTERNATIONAL
Marketing & Sales
Customer Service
Project Management
E-Learning Programs

Telefon +49 (0) 42 62 / 93 12 - 0 Fax +49 (0) 42 62 / 38 12
Assessment Centres
Reasons to work with MTI
20 years of experience in the design and delivery of Assessment and Development
Centres
Experts in integrating the assessment into targeted personnel development
Comprehensive database with competency models and profiles
Experienced in psychometric tests (e.g. HBDI, DISC, Captain, MBTI)

Assessment Centres

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Passion to Perform

MACHWRTH TEAM International Dohrmanns Horst 19 D-27374 Visselhvede

In most assessment exercises, the

climb this tree!

Long term studies show:

Concedes quickly. Chooses the

Is believable and credible.

Attitude: I must be the winner. Frequent

MACHWRTH TEAM International Dohrmanns Horst 19 D-27374 Visselhvede

Sales Development Centre

Start Observer briefing

Introduction of the overall process

Defining missing criteria

Importance of perception (Johari window)

November/December >> >>

Design of development centre within

Young Potential Program

Outdoor activities and reflections

3 Group tasks rope star/E-fence/Castor transport introduction

Evaluation and securing of data

First Feedback for some participants and further exercises

3 Group tasks rope star/E-fence/Castor transport introduction

Evaluation and securing of data

Final speech handing out documents and solemn farewell

3 Group tasks rope star/E-fence/Castor transport introduction

Evaluation and securing of data and lunch

2 Group tasks rope crossing/Leonardo bridge

Evaluation and securing of data

2 Group tasks rope crossing/Leonardo bridge

First joint evaluation of the day with the participants

Participants take a knowledge test

Beginning observer conference (trainer / consultant)

End of the 1. working day (participants)

Closing and return journey

MACHWRTH TEAM International Dohrmanns Horst 19 D-27374 Visselhvede

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