By Ian Taylor
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Extra info for A Practical Guide to Assessment Centres and Selection Methods: Measuring Competency for Recruitment and Development
Although not easy to do, try to identify those colleagues you feel may be, at least, amenable to some rational arguments and have an open mind to change. Key tips ■ Work samples are one of the most effective selection tools in terms of their ability to predict future performance. Include these in your assessment centres if they are relevant to the role being assessed. ■ Think about how you might sell the concept of assessment centres to key stakeholders. Initially start with those you feel are basically open to persuasion.
The standards are organized into six functional areas which are then sub-divided into a number of units. The six areas are: Managing Self and Personal Skills, Providing Direction, Facilitating Change, Working with People, Using Resources and Achieving Results. Each unit contains a range of ‘generic skills’, which equate most closely to the behaviours the activities in the pack are designed to assess. If you are working with the MSC 1997 standards the activities in this book are the broad equivalent of the ‘personal competencies’ at levels three and four.
List the key demands. The key demands of a job are the things that must be done. They are the two or three things which, if staff get them right, can really make a difference. Demands will come from a variety of sources such as the boss, customers, colleagues or other staff. They are often unstated expectations and can conflict with each other. For example, the boss wants you to follow procedures whilst the customer wants you to be flexible. 2. Analyse the constraints in the job. These are the ‘grit in the works’, the things that make the demands difficult to meet.