The primary reason for methods to be developed for finding a way to be able to judge whether an individual will make a good manager was to be able to pick out a canidate that will provide the most return. It was thought that if a recruiter could measure how candidates behave in a situation as similar to the real world as can be created. Many have thought that hiring a an applicant after a few interviews is aquivelent to marrying somebody after a few dates. The process of assessment is ment to help get a greater understanding of a person and try to accurately compare them to a person that is needed for the company's vacancy. .
While many believe that nepotism, luck, and incompetence may help to some extent, various personal attributes of leadership, motivation, and intellectual capacity will more consistently make the difference in determining which managers succeed while the others fall by the way side. (Burger, 1979, p.20).
The purpose of assessment can vary, but all have some judemental function.
Historically many different professionals have attempted to assess the personality of candidates in leadership positions. .
Some different methods that have and to some extent still are, used today encompass the following areas: .
• Interviews-.
• Interpersonal perception-percieving others .
• Unconventional- handwriting analysis, palmistry, astrology.
• Assesment centers.
An Assessment center, by definition refers to a complex process used to reach selection decisions for managerial positions. In the course of the process each cannidate interviewed (usually more than once), given a series of tests, engages in tasks as an individual and groups with other candidates, while being observed by assessors who grade the performances they observe using a rating scale. (Carruthers, 2000).
The German army discovered a groundbreaking system in 1938 as part of the selection procedure for officer candidates.