Assessment centres
Research, and the experience of organisations all over the world, has shown that properly designed, job related assessment tools which combine different measurement techniques lead to superior predictions of future work performance over one or two tools used in isolation.
This effect in scientific terms is known as achievement of "incremental validity".
CF&A assessment centres take advantage of this by utilising a combination of simulated job tasks, psychological testing and interviews.
What distinguishes our work from that of our competitors is that we have the in-house skills to develop simulations and tests specifically around the job requirements of our clients. Our simulations achieve much higher levels of acceptance by both candidates and assessors because they have high relevance and content validity.
While the use of "off-the-shelf" simulations is a quick and easy way to build an assessment centre, it does not achieve the same level of acceptance by all involved nor does it achieve context validity.
CF&A’s assessment centre work is guided by the International Guidelines and Ethical Considerations for Assessment Center Operations which was endorsed by delegates at the 28th International Congress on the Assessment Centre Method in May 2000 in San Francisco and is world accepted best practice for assessment centres.
Click here to see Ford Motor Company production supervisor assessment centre case study.