A day-long series of structured exercises designed to simulate real-world challenges. The Evaluation Center is set up according to a matrix that links competencies to exercises, so that each exercise evaluates a number of competencies, and each competency is measured by at least two exercises, each supervised by a different evaluator. The maximum number of competencies in the evaluation centers is ten. This is in order to ensure the highest level of credibility and objectivity possible.
This evaluation forecasts candidates' short and long term job performance. Candidates who perform well in the Evaluation Center are more likely to perform well in their current jobs and as a result, are more likely to advance to higher levels of leadership positions. For some candidates, Evaluation Centers may not be necessary, and the results of the "psychometric assessment" may be sufficient.
Activities examples:
Competencies-based interview on leadership behavior:
- It is an interview that is based on behavioral questions aimed to provide factual evidence for each participant's "competencies."
Case study presentation :
- It is an individual analytical exercise in which participants evaluate and analyze a set of options based on standardized instructions for all participants before presenting them to evaluators’ panel.
Group exercise :
- Participants will be grouped into four people maximum to discuss each member's options and recommendations. The participants' task is to discuss the previous options and reach a consensus on priorities and potential risks.
Role-play :
- This exercise aims to spot the candidate's competencies by having them play realistic roles for similar work situations.