When Assessing becomes Assisting... the Difference between Assessment Centres and Development Centres
Here at Mendas we get asked often, “What is the difference between assessment centres (ACs) and development centres (DCs)?” and whether people would worry less if an event was called DC rather than AC.
In some ways, the methodology used is the same for both ACs and DCs because an appraisal is made about how “competent” individuals are. Sometimes the exercises used are also the same, such as ability tests, interviews, role plays, or group exercises. However, there are distinct differences in the aim of the events which is why they need to be treated very differently. We believe that for the event to be successful, you need to be clear about the purpose of the centre. Below we provide some thoughts about the key differences when running ACs and DCs.
PURPOSE
AC –to find out about prospective employees and selecting the right talent for a team and organisation.
DC - to find out about current employees and how to optimise their potential; the focus is making the most of existing talent to enhance capability and retain valued employees.
POSITIONING
AC – individuals are called candidates, or applicants. During the event they complete various exercises and are given preparation information so that they know what to expect. If not carefully managed, candidates can feel as if the event is done to them or they can feel as if they are just a number.
DC – individuals are called participants. Before the DC event, they are encouraged to take some form of self review. During the event itself they take part in a range of activities. Preparation information is provided so that they can reflect on their personal profile and future goals. The aim is for the event to be done by them or with them.
CONTENT
AC –exercises are designed that are relevant to a role or level within the organisation to check how well candidates could perform in this role or level. Candidates typically work in (unstated) competition with others, sometimes in a group setting.
DC –activities are designed to help participants to step outside their current role and see what else they can do. The structure tends to be relevant to generic themes and issues in the organisation with a mix of more or less structured exercises. They are likely to do some work in pairs or small groups and to engage in discussions with other participants.
ATMOSPHERE
AC –candidates are made to feel as comfortable as possible by explaining what is happening to give them the opportunity to perform at their best. Clear and standardised instructions are given to ensure everyone is treated fairly and the event is run to a definite timetable . Candidates aren’t given any feedback during the event and they are encouraged to move on to the next exercise with a fresh mind. Assessors act professionally but don’t engage with candidates on a personal level as they need to retain distance and objectivity. Their role is to observe, record, classify and evaluate candidates in line with specific competencies.
DC –participants are given an opportunity to stretch and challenge themselves in ways that might not be accessible in their current role. Assessors act as facilitators and ask them to take part in a number of activities designed to help them explore different aspects of their capabilities, style and approach. They act as observers, using the same assessment skills, but the focus is on helping participants understand themselves, their potential and their developmental areas. Time might be taken during the event to check with participants how things are going, offer some feedback and support on the day’s activities or work through some questionnaires or feedback process they might have taken part in. Participants are encouraged to work with others and stop to collect their thoughts after each activity to enable self reflection.
AFTER THE EVENT
AC – Assessors provide ratings for each exercise and prepare feedback about what candidates did “on the day”. This includes constructive comments about strengths as well as what could be done differently next time. Assessors also check that the exercises were carried out fairly and review what candidates said about how the event was managed. This is important to ensure a differentiation among candidates to find out their suitability for a role or level. For candidates, a yes/no decision is made about their next career move.
DC- the event is just the start of the next stage/a new process. A coaching session is held with participants which might involve their line manager or mentor. This involves working with participants to define a personal development plan, helping them identify key themes and even a next career move; this is not necessarily confined to the results of the DC but personal and motivation issues can often be covered. The outcome is to help participants to come up with concrete action steps to meet their development and career goals, including encouraging action plans or peer mentoring groups. Information is also used from the whole DC to generate group level learning opportunities or succession planning to see where there are organisational gaps to recommend steps to deal with these for ongoing talent management.
In conclusion, whether the event is an AC or a DC, it is important to be clear about the purpose upfront for individuals and the organisation to gain from it. This includes briefings before the event as well as instructions given throughout. This creates the best platform for individuals to perform and the best output for them and the organisation.
Article written by Ann Hartley, Megan Jenkins and Hillary Blackmore, Mendas Ltd
