Graduate Recruitment > Assessment Centres

Whilst many companies use behavioural based interviews as opposed to assessment centres, there can be a marked difference between the predictive validity of the two processes. The assessment validity of behavioural based interviews comes up at around 40 – 60% whereas the assessment centre methodology rates at around 65% validity.

Behavioural Based Interviews

A behavioural based interview is designed to be objective and to cover all competencies for a role. However, if undertaken by inexperienced Managers the interpretation of the interview can still be very subjective. Compared to traditional interviews, Behavioural interviews give a better insight into predicting the success of an applicant in a role.

Assessment Centres

Is time consuming and intensive at the time, but is far more likely to give a sound overall assessments of a candidates abilities and competencies. A robust assessment centre is likely to include:

• A group discussion
• Role Play
• One on one interview
• A presentation or written exercise

The assessors are usually the hiring managers and key HR personnel who will watch and record the behaviours of all applicants as they go through the exercises. Ideally, there should be one assessor per applicant and the assessment centre should be structured so that all assessors get time to take notes and rate the applicant's behaviours at different stages during the assessment process.

When the results of the assessment centre and the online assessment information is collated, the hiring managers/HR can quickly identify the candidate(s) that is/are most likely to succeed in the graduate roles.