Why an Assessment Programme ?                

Research has shown that as a predictor of success when recruiting, assessment centres are almost ten times as likely to identify appropriate personnel as are traditional interviews.

This results, not only from the deeper and more varied behavioural analysis that the activities and tests provide but also from the volume of candidates that can be evaluated.

Only 20% of respondents are considered for further review based on their C.V’s.

Only 10% of respondents are interviewed.

The wastage factor of these statistical averages is significant both in direct costs and time.

An Assessment Programme allows us the time to screen and interview many more applicants than would otherwise be the case and dramatically reduces failure rates by ensuring that the client's needs are matched by the applicant's true abilities.

By employing a number of different observers on a programme, diverse opinions are gained thus reducing the interview's dependency on one person. And, of course, representatives from the employing company can attend and thus review far more applicants in a given time than would be possible.

The scoring against a model of behaviours provides for comparison between candidates and against a control group, thus facilitating evaluation of performance and selection of the most appropriate applicants.

Assessment Programmes are not new. They have been used for many years, particularly in the U.S.A and Europe. What distinguishes KHA is its policy of specialising and developing ‘bespoke’ packages tailored to the specific needs of the client.