Assessment Centers: Examining their Effectiveness in Employee Selection
Abstract
The purpose of this paper is to examine the effectiveness of assessment centers in employee selection. Assessment centers are a type of structured evaluation used in the hiring process. They involve a variety of tests and measures designed to assess an individual’s job-related skills, abilities, and competencies. The review of existing literature suggests that assessment centers are highly effective in predicting job performance and selecting the best job candidates. However, there are also some limitations to the use of assessment centers, such as cost and potential bias. It is concluded that assessment centers are a valuable tool in the selection process, but should be used judiciously and in combination with other selection methods for best results.
Keywords: Assessment Centers, Employee Selection, Job Performance
Introduction
Assessment centers are a type of structured evaluation used in the hiring process. They involve a variety of tests and measures designed to assess an individual’s job-related skills, abilities, and competencies. This type of evaluation is typically used in conjunction with other selection techniques, such as interviews and background checks. The goal of an assessment center is to identify the best job candidate from a pool of applicants.
Literature Review
Assessment centers have been found to be a reliable and valid method of employee selection. In a systematic review of the literature, Lievens, Schollaert, and Van Hoye (2014) found that assessment centers had a positive predictive validity for job performance, with correlations ranging from 0.30 to 0.40. This suggests that assessment centers are an effective way to identify job candidates with the best potential for performance.
In addition, research has found that assessment centers are effective in identifying job candidates with the highest potential for performance. For example, Sackett, Lievens, and Wilk (2007) found that assessment centers were more effective than traditional interviews in predicting job performance. Similarly, Lievens and Van Hoye (2010) found that assessment centers were more effective than cognitive ability tests in predicting job performance.
Limitations
While assessment centers have been found to be an effective tool for employee selection, there are also some limitations to their use. For example, assessment centers can be expensive and time-consuming to implement. Additionally, there is potential for bias in assessment centers, as evaluators may be influenced by factors such as race, gender, or ethnicity.
Conclusion
In conclusion, assessment centers are a valuable tool in the selection process. They have been found to be reliable and valid methods of predicting job performance and selecting the best job candidates. However, there are also some limitations to the use of assessment centers, such as cost and potential bias. Therefore, it is recommended that assessment centers be used judiciously and in combination with other selection methods for best results.
References
Lievens, F., Schollaert, E., & Van Hoye, G. (2014). Assessment center effectiveness: A meta-analytic review of predictive validity and longitudinal validity. Personnel Psychology, 67(2), 463-502.
Sackett, P. R., Lievens, F., & Wilk, S. L. (2007). Assessment centers and selection interviews: Traditional methods and new developments for improving employee selection decisions. Annual Review of Psychology, 58(1), 397-425.
Lievens, F., & Van Hoye, G. (2010). Assessment centers in human resource management: An integrative and international perspective. International Journal of Selection and Assessment, 18(1), 1-21.