Job advertisement and position description

Job advertisement and position description Read the attached job advertisement and position description and outline and justify an Assessment Centre process for this position. D e pa r t m e n t o f D e f e n c e; 2 WHAT IS AN ASSESSMENT CENTRE An assessment centre is not a place, but a structured combination of assessment techniques. These techniques vary from centre to centre depending on the selection criteria being used. Assessment centres use different activities and exercises to assess candidates’ competency levels against defined selection criteria. This gives you the opportunity to demonstrate your level of competency in different environments and allows the assessor the opportunity to assess competency levels over a diverse range of exercises. The duration and structure of assessment centres will depend upon the level of skills required, the type of competencies being assessed as well as other factors that may be specific to the jobs that are being filled. An assessment centre conducted for air traffic controllers will probably be longer than one that is designed for graduate recruitment to a Public Service Department. WHY ASSESSMENT CENTRES • Assessment centres offer greater accuracy in forecasting job performance. By selecting high performers with greater precision, the return-oninvestment for assessment centres is very high. • Assessment centres can be designed to ensure they relate to the job. • Assessments of individual applicants can help identify further development needs. • Ratings of individuals are more reliable and less subject to various types of rating and judgement errors when using trained assessors. • Candidates who are willing to participate in an assessment centre process tend to have thought through their suitability and desire for the position. This results in a high proportion of suitable applicants. In other words, the assessment centre process results in higher levels of unsuitable candidates self-selecting themselves out of the process. • Assessment centres are usually perceived by recruiters and applicants as fair. Tip: If you’re unsure of the dress standard for the day – ASK, don’t guess. Specifically: 1.     Identify the key selection criteria that will be used to assess candidates (up to eight) 2.    Create an Assessment Centre Matrix like the one below to show which methods will be used to assess which selection criteria (some may assess more than one). 3.    Now outline and justify the selection process, i.e. Which methods will you use? For which selection criteria? When? Why? What are the strengths/ weaknesses associated with the methods you will use? How will you address the weaknesses? Make sure you justify your answers using the available literature.