The Assessment Center is one of the most utilized group evaluation techniques within the selection process. It allows the assessment of applicant´s aptitudes and attitudes to occupy a vacant post. This is done through simulation exercises, taking real job situations as reference according to the demands of the task.

The ACM is built according to the characteristics of the vacant post with the aim of providing the behavioral skills of the candidates:

Behavioral Skills: knowledge, skills, and attitudes which allow a person to carry out a particular job.

Knowledge: contents learned through training.

Skills: they allow the performance of an activity or task.

Attitudes: they are related to the disposition to do actions.

ACM CHARACTERISTICS

• The ACM is built to evaluate core competences related to the post.
• Various individual or group exercises are employed to show the required behavior in the target job.
• The company participates in the process.
• The evaluation may last days according to its design.
• The process is led by trained recruiters.

SIMULATION TYPES IN THE ACM

• Biographical interview
• In-basket exercise
• Discussion groups
• Business problems or conflict solving problems
• Role-playing