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Assessment
Centres
- facilitating an informed selection decision
So, you
have a short-list of candidates and you know that the appointment
is business-critical. Project Management is an eclectic occupation:
even after a careful job analysis, the list of abilities you
require will remain long. It is a 'tall order' for the task
of selection. Moreover, many of the abilities you need to
look for are well hidden and difficult to detect using the
interview alone.
You must
appoint disciplined people who are also socially and politically
astute, methodical and with high levels of emotional intelligence.
They must know how to secure the confidence of their stakeholders,
lead their team and adapt to circumstances as they arise.
They must be people who can handle complexity, never lose
the plot and possess the personal qualities and maturity needed
to overcome confusion, conflict and adversity.
Yes, it
is a tall order! Well designed and delivered, an Assessment
Centre is the most effective way we know to acquire a comprehensive
appreciation of professional ability. It is also a very useful
way to present (and sell) your business and its values to
potential members of your team.
Projects
offer huge leverage to a business - the stakes are often high.
Using an Assessment Centre, people are placed in situations
not dissimilar to those encountered in every-day working.
In this way candidates can be expected to display some of
the responses and behaviours that will demonstrate their maturity
as project managers.
Assessment
Centre methods have been developed by PMSelect specifically
to assess the competence of project management professionals.
Using 20Keys, we have identified the primary factors known
to determine the success of project organisations and project
managers and we use this as a basis for Assessment Centre
design. PMSelect deploy both standard BPS approved as well
as proprietary assessment methods.
The
Selection Matrix
Assessment
activities are chosen and organised to provide an Assessment
Centre specified for a particular recruitment assignment.
The event is normally managed by PMSelect's consultants in
collaboration with a client's own staff. The Matrix below
is an example of how abilities are assessed using six selection
methods and Twenty
Keys.
| |
Key |
CV
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Self
Assess Q’nr |
Prestn.
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Case
Study
Interview
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Group
Exercise |
Interview |
| 1.1 |
Reqd.
Project Management Capability. |
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| 1.2 |
Req.
Adjustment
& Presence |
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| 1.3 |
Reqd.
Competence Range |
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| 1.4 |
Reqd.
Education
and Training |
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| 1.5 |
Reqd.
Capacity to
Learn and Achieve |
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| 2.1 |
Organisational
Maturity |
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| 2.2 |
Project
Driver |
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| 2.3 |
Complexity |
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| 2.4 |
The
Customer |
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| 2.5 |
Know-How |
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| 3.1 |
A
Working
Methodology |
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| 3.2 |
Leadership
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| 3.3 |
A
Capable
Team |
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| 3.4 |
Emotional
Intelligence |
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| 4.1 |
Strategic
Alignment |
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| 4.2 |
Enterprise
Support |
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| 4.3 |
Planning/Control
/re-Setting |
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| 4.4 |
Resource
Management |
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| 4.5 |
Stakeholder
Management |
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| 4.6 |
Clarity
Of Purpose |
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