Assessment Centres

Why Use Assessment Centres?

Assessment centres are used to assess a group of candidates in relation to a particular job role. The assessment centre uses a variety of assessment methods such as group discussions, work sample tests, competency based interviews, situational judgement tests, role plays and ability and personality tests. These assessments can be mapped to your organisation's competency framework so that candidate's skills are measures against specific job-related competencies. Using a broad combination of exercises will ensure that the best candidates are identified.

Some of the key features and benefits include:

  • Fair and objective method of assessment

  • Can be used to assess high volumes of candidates

  • Comprehensive and rigorous

  • Cost-effective

  • High validity ensures higher calibre of recruits selected

  • Flexible design

The assessment centre is designed around your organisation’s needs. We use a combination of off-the-shelf and bespoke exercises depending on your requirements. The process is designed to accommodate your needs in terms of time, resources and budgets.

Assessment Centre Design

We work closely with you to understand your assessment requirements in terms of the job roles, corporate culture and values, time scales and the number of candidates. We analyse the job description, person specification and competencies to build up a clear understanding of the role. This enables us to recommend the most appropriate exercises to assess the candidates including bespoke exercises when required. Following this, we design the assessment centre exercise matrix demonstrating the mapping to the competencies. We also develop an overall timetable in addition to individual timetables for candidates.

Assessment Centre Delivery

We will deliver the assessment centre with our qualified assessment consultants who will administer and score the exercises. Alternatively if you would like internal assessors to work with us we would be happy to offer training in Competency Based Interviewing and Assessor Skills. The results of all of the exercises are integrated and summary reports are provided.

We use a structured approach following our ASSESS methodology and ensure all practice is grounded in Occupational Psychology and follows best practice.

The ASSESS Approach

Our assessment centres are designed, developed and implemented using an approach called ‘ASSESS’. This methodology ensures that each project is carefully managed so that candidates are assessed as efficiently as possible without over-engineering the process. We start by developing a thorough understanding of the job role and the skills, abilities and personality characteristics required, using either standard or clients’ own competency frameworks. We use a combination of off-the-shelf and bespoke assessment exercises depending on the areas needing to be assessed. The assessment centre matrix is developed so that each competency is assessed by at least two assessment methods. Timetables are developed to allow sufficient contingency time but without candidates waiting around unnecessarily.

Assessment Centre Prices

Our assessment centres are designed to be comprehensive and effective but still at a reasonable price. The prices will depend on a number of factors such as the number of people assessed, the exercises used and the number of assessors required.


The price per candidate will be lower for larger volumes and higher for smaller volumes. Please contact us to discuss how we can tailor the contents and prices to your needs.

Optional Extras may include the following (if required):

  • Venue hire and management and catering

  • Candidate Feedback and reports


Price reductions may be possible by:

  • Utilising the client’s own assessors in conjunction with Psysoft assessors

  • Having fewer exercises

  • Using more ‘off-the-shelf’ exercises