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The Whole Thing reserves the right to alter dates, content, venue and the trainer for each course with reasonable notice.


This course is CPD Certified with each day equivalent to 6.5 hours of CPD

Assessment Centre Design

Duration : 2 days 

Assessment Centre Design to Attract and Retain the Best talent 



HR Managers. Talent Acquisition and Learning & Development professionals.  All those who need to know the most effective and cost effective ways to accurately and objectively assess performance, ability and potential.



To remain successful it is vital that organizations are able to attract and retain the best talent.  Well designed and delivered assessment centres are acknowledged to be amongst the most effective tools to measure skill and future potential. The use of best practice recruitment and selection processes can also create a positive image of the organization in the eyes of discerning top talent.  This programme provides a comprehensive “tool box” to assist in the design of robust and professional assessment processes. This includes copyright on a range of assessment activities including role plays, group activities, analytical presentations and in trays enabling them to be used in the participants’ organization.


Assessment Centre Design is a proven practical program that gives participants the skills and knowledge to be able to design and deliver a comprehensive assessment process.

The program is well researched, knowledge-based and designed with the individual learner at the centre of the learning process which means that the course is extremely interactive and practical.


To gain the maximum benefit from this course we recommend also attending the associated Assessor Skills program.



By the end of this course delegates will be able to:

  • Design an effective competence framework with comprehensive behaviour indicators
  • Produce an assessment matrix to assess a range of competences
  • Design and evaluate assessment activities
  • List the benefits of assessment centers and sell the process others in their organization
  • Distinguish between assessment and development centres.
  • Describe how psychometric tools can be integrated into assessment centres
  • Design a cost effective and comprehensive assessment process.





  • What are assessment centres? Key elements.
  • Benefits and advantages of assessment centres. How to “sell” assessment centres.
  • Key differences between assessment and development centres
  • The assessment matrix
  • Using development centres as part of a succession management process; how can we define and measure “talent” and “potential”?
  • Designing  competence frameworks and defining desired behaviour
  • Choosing and designing assessment exercises
  • Use of role players




  • Use of psychometric tools in assessment and development centres
  • Setting up and running an assessment centre
  • Joining instructions, how to best prepare candidates
  • The role of the centre manager
  • Choosing assessors
  • Writing assessment reports
  • Practical Case Study; Participants will design an assessment or development centre to be used in their organization


Key Learning Review

  • Group discussion and professional feedback to consolidate key learning. Delegates will leave the day with a list of development activities to improve their blended learning competency back at work.



Each delegate will be asked to complete a pre-course questionnaire to determine their individual learning objectives. These will be used by the trainer to give on track training that is focused on the individual learner attending.



The individual leaves this program with a Personal Action Plan to encourage immediate transfer of training to the job.



To register for this course please review the grey box above. If no public course is listed or the location and dates shown don’t suit you then please request a proposal for this course either as a public training course or if you have 6 delegates or more as an in-company training course by clicking on Request a Proposal.

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