What is the Assessment Centre method and when is it used?

Modern companies cannot afford to select employees at random. In order to make recruitment effective and precise, they increasingly use methods that allow them to assess not only the knowledge, but also the real competences of the candidates. One of the most accurate is the Assessment Centre (AC). With this method, it is possible to check the practical skills of candidates, their behaviour in professional situations and their ability to work in a team.

AC is used in a variety of industries, however, it is particularly valued in the area of sales, where interpersonal and negotiation competencies and the ability to work under pressure are of key importance. Thanks to simulations of real professional situations, it allows a precise assessment of candidates’ predispositions and the selection of the best employees.

What is the Assessment Centre method?

Unlike a traditional job interview, the AC checks not only the theoretical knowledge, but above all how candidates perform in practice. This enables companies to make more accurate recruitment decisions.

An Assessment Centre session consists of several elements:

• Participants – job applicants or internal employees who take part in the assessment.
• Observers – managers, recruiters or HR professionals who analyse candidates’ behaviour and assess their competencies.
• Tasks – individual and group exercises that test a variety of skills, such as problem analysis, communication skills or decision-making ability.

Thanks to this method, it is possible to see how a person handles situations similar to those they will encounter in their future job. This makes the selection of a new employee more reliable and based on real competences.

When is AC used?

This method works when a standard recruitment interview is not enough to accurately assess a candidate’s competencies. Employers use this method when they want to see how potential employees handle situations that resemble those they might encounter in a future job. In this way, hiring or promotion decisions are based on observations of real skills and not just on candidates’ declarations.

AC is most commonly used in recruiting for positions that require analytical, sales or leadership skills. Companies want to ensure that new employees can make decisions, manage their tasks effectively and work well with others. AC is also used to assess existing employees – especially when an organisation is planning promotions and wants to select those best equipped for their new responsibilities.

The method also works well for companies that want to identify talent in their teams and help them develop. It helps to spot high-potential individuals who could take on important roles in the organisation in the future. In this way, companies not only better match people to positions, but also invest in the development of their employees, which benefits both parties.

Examples of tasks in AC sessions for sales employees

During the sessions, candidates need to demonstrate good communication, negotiation skills, the ability to work under pressure and flexibility in decision-making. The tasks that arise are designed to replicate as closely as possible situations from a sales person’s everyday work.

One common element is a case study, i.e. an analysis of a business problem. Candidates are given a description of a situation, such as a drop in sales in a particular region, and have to propose specific solutions. This exercise allows you to assess your ability to analyse data, your creativity and your argumentation.

Another popular task is to simulate a sales conversation with a customer. The recruiter takes on the role of a demanding counterparty and the candidate has to convince them to buy a product or service. This exercise assesses rapport building, listening skills and the ability to deal with customer objections.

Assessment Centre sessions also often include a product presentation. The participant is given a few minutes to prepare a short presentation of the offer and must present it in a convincing manner. Here, it is not only product knowledge that counts, but also self-confidence, manner of argumentation and adaptation of the message to the recipient.

Some companies also use group assignments in which several candidates work together to solve a business problem or discuss a sales strategy. Observers pay attention to how the participants cooperate or negotiate and whether they take the initiative in the team.

The last type of exercises are individual tasks that test the ability to organise work and manage time. An example is a priority list for the day – the candidate has to decide which tasks are the most important and justify their choice.

With such exercises, the Assessment Centre allows not only to test the candidates’ sales skills, but also to assess their natural working style, approach to customers and decision-making.

Recruitment at Foodcom S.A. and the AC method

At Foodcom S.A., we are looking for employees who are ready for a challenge, and our sales team plays an important, if not the most important, role in the company. Therefore, we carefully plan the recruitment process to find people with the right competences.

Our recruitment process consists of several stages that allow us to assess both the candidates’ knowledge and their practical skills. After an initial screening of CVs, we invite selected candidates for an interview, during which we pay attention to their experience, motivation and knowledge of the industry. However, the interview itself is only the beginning – we also use practical tasks to see how candidates handle situations typical of a sales job.

In our recruitment process, we use elements of the Assessment Centre to help us gain a better understanding of the candidates’ working styles. As part of this stage, we carry out, among other things, simulations of sales conversations and analysis of real business cases requiring quick decision-making and knowledge of commercial mechanisms. Such tasks allow us to assess not only the candidates’ competences, but also their way of thinking, self-confidence and ability to act in demanding situations.

We focus on people who are not only effective in sales, but also able to build long-term relationships with customers, think strategically and are ready to learn. That is why our recruitment process counts on both experience and an aptitude for working in a dynamic, international environment.

With this approach, we build a team that works effectively in a global market and meets the demands of the industry. The Assessment Centre, as part of the recruitment process, allows us to find the people best suited to our organisational culture and the challenges of international trade.

An effective method of selecting the best candidates

The Assessment Centre is an effective method that allows companies to reliably assess candidates based on their actual performance. Particularly in sales, this is very important, as success in this industry depends not only on theoretical knowledge, but also on interpersonal and strategic skills.

At Foodcom S.A., we use it to find specialists who can find their way in a global business environment. This method provides us with high quality recruitment and a better match between candidates and positions.

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