Definition
A structured recruitment process in which candidates undertake multiple exercises designed to assess their suitability for a role. Activities typically include group exercises, presentations, in-tray exercises, role plays, and interviews, evaluated by trained assessors.
UK Context
Assessment centres must comply with the Equality Act 2010 by making reasonable adjustments for candidates with disabilities. The CIPD recommends that assessment centres use validated, job-related exercises and trained assessors to ensure fairness and reliability. Employers should inform candidates in advance about the format and any preparation required.
Best Practices
- Design exercises that directly reflect the competencies and tasks required in the role
- Train assessors in objective evaluation techniques and unconscious bias awareness
- Make reasonable adjustments for candidates with disabilities and ask about needs in advance
Frequently Asked Questions
How long does an assessment centre typically last?
Assessment centres usually run for half a day to a full day, depending on the seniority of the role and the number of exercises. Some graduate programmes run two-day assessment centres with an overnight stay.
Are assessment centres legally required?
No, there is no legal requirement to use assessment centres. They are a best practice approach that provides more reliable predictions of job performance than interviews alone, particularly for graduate, managerial, and leadership roles.