To diffuse new management fads or to promote existing management practices slogans are often used. In this study eight slogans regarding assessment centres were retrieved from brochures of consultancy agencies and were compared to empirical research. These slogans were that assessment centres work, are expensive, fair, have a potent influence on candidates, protide insight into candidates' personality, and are not prone to trainability effects. Other slogans include that trained assessors speak the same language and that candidate reactions are positive. Resulting from this comparison a more fine-grained picture of the strengths and weaknesses of assessment centres emerges. In particular, it is demonstrated that the accuracy of the slogans often depends on design factors. It is suggested that future studies combine multiple research perspectives, examine assessment centre process issues, and validate new assessment centre applications.
Assessment centres, validity, reliability, training, perception
Human Resources Management | Organizational Behavior and Theory
Organisational Behaviour and Human Resources
LIEVENS, Filip and LIEVENS, Filip.
An examination of the accuracy of slogans related to assessment centres. (2002). Personnel Review. 31, (1-2), 86-102. Research Collection Lee Kong Chian School Of Business.
Available at: http://ink.library.smu.edu.sg/lkcsb_research/5692
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