Assessment Centres
The Prospect Assessment Centre process is highly effective where there is a need to build or supplement 
a workforce through the recruitment of a high number of operators / technicians that meet pre-determined selection criteria.
The assessment centre process comprises three key stages - Job Mapping / Assessment / Selection.
Job Mapping
Working with you we identify the organisation-specific competencies required to successfully perform in a given role and achieve culture fit between the candidate and organisation. Competencies are the vital link between the behaviours, skills, and attributes required by the individual and the tasks to be performed in the job. Once defined, competencies provide a clear and integrated set of dimensions against which performance can be described and measured. These form the foundation on which the interviews, work samples, and psychometric testing are based.
The following process is implemented to assist us in gaining the information required:
- Identify and meet with your high performers
- Create a comprehensive job map
- Reconcile the resultant job map and create appropriate selection criteria
Assessment
We will develop with you an advertising strategy geared to attract the best candidates in the marketplace.
As application forms are submitted, we conduct initial screening checks to ensure only quality candidates progress to the assessment centre phase. Candidates that are identified as suitable to move past the first screen will be invited for a first interview by telephone.
We will develop behavioural interview guides that are designed to capture the key competencies being assessed as well as identify preferred candidate attitudes and values.
We will tailor specific experiential activities that allow candidates to demonstrate job specific behaviour you require at NCIG, whilst being observed. Several experiential activities will be utilised on the day such as safety, risk and job simulations.
Prior to the first day of the Assessment Centres, Prospect will arrange a concise training session with your chosen observers to enable them to function effectively in their roles on the Assessment Centre.
Facilitation of 3 to 4 full-day Assessment Centres including psychometric assessments, behavioural interviews and experiential activities.
At the completion of the Assessment Centre, information gathered by all assessors is pooled and presented through a PowerPoint presentation to enable to you make your hiring decision.
Selection
Upon identification of the candidates to be hired, the final screening is conducted by the Prospect Consultant, including reference checks. A site visit prior to letter of offer can also be arranged to ensure candidates are aware of site facilities and conditions.
Regardless of a candidate’s success in the campaign process, every candidate receives feedback on their application.
