The Right People at the Right Time: Outstanding Talent Selection and Career Growth

The Power of Assessment and Development Centres

Assessment and Development Centres are the gold standard in understanding the strengths and weaknesses of both colleagues and candidates. Research indicates that Centres are some 400% more effective in identifying suitable employees and promotion candidates compared to standard interviewing methods (Blackham & Smith, 1989; Keenan, 1995; Lievens, 2001).

Assessment and Development Centres (ACDCs) depend absolutely on organizational and occupational psychology. Identity Realization's ACDCs are designed and run by Chartered and Registered Organizational and Occupational Psychologists. With IDR you will only receive the best.

The Premise: Realistic Challenges, Genuine Insights

During these Centres, participants engage in a variety of tasks designed to evaluate:

• Leadership skills
• Presentation abilities
• Negotiation tactics
• Problem-solving capabilities
• Teamwork proficiency
• Sales acumen
• Crisis management skills...and much more

In fact ACDCs can assess almost any skill associated with almost any job, individually or collectively. This could be interrogating the suitability of a CEO for a multi-national, testing a Formula 1 mechanic, or assessing the potential of an entire sales team.

Candidates face authentic challenges in realistic scenarios, allowing us to observe how they handle both success and failure. It's not just about performance; it's about resilience and adaptability.

Alignment with Company Objectives

Our assessment process is meticulously aligned with your company's objectives. We scrutinize:

• Personality traits
• Individual proclivities
• Team commitment
• Core abilities

Development Centres: Nurturing Potential

A Development Centre offers:

• An engaging 1-2 day experience
• Assessment of existing and new skills
• Identification of strengths and areas for improvement
• Exploration of career progression opportunities
• Valuable performance indicators for organizations

Assessment Centres: Precision in Selection

While potentially enjoyable, an Assessment Centre's primary aim is to:

• Forensically evaluate criteria essential for job success
• Provide clear, actionable, and relevant intelligence for senior management
• Identify who to hire, who to promote and who to avoid.

Innovative Venues for Comprehensive Evaluation

IDR utilizes a range of venues to create the most realistic and challenging assessments:

1. Office and Boardroom Simulations: Replicating workplace tasks with accomplished actors for authenticity.
2. Accurate simulations: E.g., 
   • Simulating high-stakes teamwork in a Boeing 737-800 cockpit
   • Assessing leadership and decision-making under pressure
3. Testing collaboration and communication:
   • Partnering with blind team sports players
   • Focusing on communication, listening skills, and goal achievement

World-Class Assessment and Development

Are you ready to transform your talent management strategy and drive unprecedented growth? Contact IDR today to discover how our innovative, psychologically-grounded Assessment and Development Centres can propel your organization to new heights of performance and success. The future of your business depends on having the right people in the right roles – let's make that future a reality together.

Craig@IdentityRealization.com 

References

Arthur, W., Jr., Woehr, D. J., & Maldegen, R. (2000). Convergent and discriminant validity of assessment center dimensions: A conceptual and empirical reexamination of the assessment center construct related validity paradox. Journal of Management, 26(4), 813-835

Blackham, R.B., & Smith, D. (1989).  Decision-making in a management assessment centre, The Journal of the Operational Research Society, 40, Vol. 40(11), 953-960.

Keenan, T. (1995). Graduate recruitment in Britain: A survey of selection methods used by organizations. Journal of Organizational Behavior, 16(4), 303–317.

Lievens, F. (2001). Assessors and use of assessment centre dimensions: A fresh look at a troubling Issue. Journal of Organizational Behavior, 22(3), 203–221.

Norton, S. D. (1977). The empirical and content validity of assessment centers vs. traditional methods for predicting managerial success. Academy of Management Review, 2(3), 442-45.