Assessment Centres and Design
To address the competencies you're seeking in your new recruits, Prosper can tailor an assessment centre to your specific needs.
Assessment centres are where you replicate your business workspace by testing and exercising new and/or potential recruits in a controlled environment. Combined and concentated, such simulation can tell you a great deal about your candidates and who would fit best within your culture, ethos and organisational structure.
To determine which candidates have the most suitable personal attributes, problem-solving skills and general aptitude, activities can include exercises in working patterns which typify your company, psychometric testing and group discussions. Assessment centre testing can be held at either your offices or a neutral function room or conference centre and can last from a half-day to three days or more.
As well as organising the centre itself and ensuring all facilities are fit for purpose, we'll design and run all processes and delivery, from sourcing the candidates through to placing them within your organisational structure.
To augment our own assessment and outsourcing project skills, we've developed strong ties with some of today's most experienced assessment centre designers, occupational psychologists, assessors and project managers.
Many have qualified backgrounds in SHL and Kenexa Level A and B psychometric testing and personality profiling. Hands-on, their experience covers complex blue chip projects in association with some of the world's best-known recruitment organisations.
Career assignments by our lead project managers include:
- Cheltenham & Gloucester (Lloyds TSB Group) - we successfully managed recruitment of 350 personnel through an integrated advertised selection project with a team of eight. This included complete project management and covered advertising, design and implementation of assessment centres.
- Utilisation of outsourced and internal suppliers of response handling, advertising (including large-scale campaign management) and associated recruitment project resource.
- Specialist skills in designing competency frameworks, behavioural and competency-based assessment centre design and leading assessment centres.
- Hallmark Cards - 80-100 middle managers recruited for new head office location; onsite response centre and assessment centres; total team/project setup and management.
- GCHQ - 90 recruited.
- Clients work includes:
- Microsoft
- Nuclear Electric
- Summerfield
- Kwiksave
- Granada Service Stations
- Sun Microsystems (on-site HR recruitment team)
- Royal Bank of Scotland
- Datastream
- Ricoh
- Ericsson
- Nokia
- Lucent
- Direct Line
- British Aerospace
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