Berger Paints Bangladesh Limited, being a giant in its industry, always focuses on hiring the best employees in the market. They always emphasize on getting hold of the brightest young graduates and allow them a head start in their careers. Talent Centric Ltd is proud to be a part of this endeavor with Berger. For months now, TCL has been running Assessment Centers on behalf of Berger for a range of different positions. Today, we are providing a sneak peek into the assessment center program that is being carried out by Talent Centric Ltd with success.
The Assessment Center is a day long process designed to evaluate the skills, knowledge and proficiency of the candidates. There is a panel of experienced HR professionals who judge these competencies for each candidate.
The Assessment program is executed through a blend of three consecutive sessions. But before commencing, there is usually an “Ice-Breaking Session”. Candidates are given 10 minutes to collect at least five information about as many of their fellows as they can.Once they have finished jolting down information, they are asked to share them with everyone. The types of information ranges from professional/educational background to a person’s favorite color, favorite movie and even name of their pets. The purpose of this particular session is to help the candidates know about each other and get comfortable with the environment.
Once the candidates are at ease, the assessment center program starts with the evaluation phase. The first step is known as “Team Integration” where candidates are given a topic to debate on. Candidates who can come up with satisfactory logic for their statement and are able to communicate it with his/her fellows are noted in this session. This also helps to identify whether a particular candidate is a team player or not.
The second round is a “Case Study” or an “In-Tray Exercise” where, TCL provides candidates with materials that is relevant to their applied position. The session ends in no more than 90 minutes. This is followed by a lunch break after which candidates are required to present their findings and recommendations from the case. Candidates are videotaped during these presentations, which are later on forwarded to Berger. Analytical ability, planning and organizing skills, commercial awareness, prioritizing skills are some of the competencies that are judged through this session.
The final round is by far the most interesting one. It is the “Role Play” session. Candidates are handed out backgrounds of their roles. Each role has some issues or problems embedded into them that need to be taken care of. Assessors also take up a role relevant to the candidate’s job description. The candidates now have to negotiate and communicate with each assessor and try to convince them. Managerial skills, stress management skills and negotiation skills of each candidate are observed here.
Thus after extensive evaluation and intense observation, candidates are shortlisted for the final interview. Assessment Centers are a popular choice among most reputed organizations today to bring out the finest talents. Talent Centric Limited is a firm that takes pride in successful implementation of many such assessment centers.