James Foster Marketing Manager

Research on Trends in Assessment • Total sample: N = 443; Timeframe: Oct. 2007 – Feb. 2008 • Responses from 43 Countries on 5 Continents • Business Sector: • Private Sector = 78% • Public Sector = 19% • Not for Profit = 3% • Size of Organisation: • Over 2,500 staff = 30% • 500-2,500 staff = 20% • Less than 50 staff = 32% • Type of Centres they run: • ACs = 68% • DCs = 32% © 2008 The A&DC Group Ltd

Assessors • Global trend of generally one or two levels above Participant • Most organisations have less than 5 trained Assessors • Choice of Assessors: • HR Staff are 1st choice in all Continents (68% for ACs; 48% for DCs) • Line Managers are 2nd choice in all Continents except Africa • Observation technique: • Behavioural Ticklists = 50% • Unstructured Observation = 46% • ORCE = 43% (Top user is Europe = 57%; Africa =31%) © 2008 The A&DC Group Ltd

Situational Judgement Tests – An Example You have just attended an internal training course delivered by your manager. While talking to the other delegates privately after the course, several of them were critical of how your manager delivered the course. Your manager is unaware of this feedback and you felt the course delivery was adequate. • Tell your manager that you personally think the course went well and don’t mention the feedback from other delegates. • Tell the other delegates that they should communicate their feedback to your manager if they feel strongly about it. • Tell your manager about the feedback from other delegates, without mentioning them by name. • Don’t mention any feedback about the course to your manager. © 2008 The A&DC Group Ltd

Graduate Dilemmas Test • Online Situational Judgement Test (SJT) for sifting candidates • Series of typical scenarios an entry-level graduate might face • Candidates rate effectiveness of different responses to scenario • Measures five common graduate competencies © 2008 The A&DC Group Ltd

Electronic Inbox – A New Trend in Assessment Centres Electronic exercise versions have additional features not available in traditional pen & paper exercises: • Increased face validity • Fly-in emails can increase realism • More info on Participants’ behaviour • Better info on Participants’ behaviour • The computer allows much better presentation of Participants input & output (tables, graphs & results) © 2008 The A&DC Group Ltd

Electronic Inbox – Features • Uses Microsoft Office™ documents as attachments within emails • Includes an electronic diary • You can schedule new emails to arrive during the Exercise • Uses the Participant’s name throughout the Exercise in emails, the organisation chart etc. • Can be installed on as many PCs or laptops as you wish allowing you to deal with more than one Participant at a time © 2008 The A&DC Group Ltd

Inbox - Overview • Realistic simulation of prioritisation and decision-making • Participant can: create, reply & forward messages to relevant individuals create Word and Excel documents if necessary manage and schedule appointments in an electronic diary access (personalised) organisational charts access information about the scenario/company • Similar in form and function to Outlook / Lotus Notes © 2008 The A&DC Group Ltd

The Report Format • Single Word document which includes: • Biographical data • Participant Report Form • User notes • Summary of changes to the diary • E-mail summary highlighting e-mails actioned • All participant responses • Document summary • Any attached documents This report can be edited for marking purposes if required © 2008 The A&DC Group Ltd

The Inbox Collection - Benefits • High face validity • Truer reflection of today’s modern, technology based working environment • Creates the impression of working in ‘real time’ • Professional Image • Innovative way of presenting information within an Assessment Centre • Forms a positive impression of organisation • Improved Assessment Data • Increased awareness of the Participant’s approach to the task • Professionally formatted report • Faster Assessment • Degree of automation in marking and report generation • Participant information can be stored and retrieved quickly • Increased Flexibility • Standalone exercise or host for the Assessment Centre • Customised and bespoke available as well as off-the-shelf selection • Accurate • Elicits evidence of job-relevant behaviours • Marking framework encourages objectivity © 2008 The A&DC Group Ltd

Inbox Hub™ • ‘Day in the Life’ approach • Inbox used as a delivery mechanism for other exercises • Inbox calendar shows times for other exercises • Information for other exercises provided in emails • Participant has flexibility in how they organise their time © 2008 The A&DC Group Ltd

Virtual Job Tryouts Applying Marketing Principles People remember more information from advertisements for good brands and are willing to pay more for them. • Employer Brand = Product • Attracting Employees = Attracting Customers • Retaining Employees = Keeping Customers © 2008 The A&DC Group Ltd

James Foster Marketing Manager