Assessment Centre Brief

{{company_name}}

{{company_address}}

Phone: {{phone}} | Email: {{email}} | Web: {{website}}

Assessment Centre Brief

This guide provides a structured framework for assessment centre brief at {{company_name}}. It is designed for use by managers, interviewers, and HR business partners and should be applied consistently across all relevant engagements.

When to Use This Guide

• When preparing for a structured interaction with an employee or candidate
• When training new managers or interviewers on Company practice
• When auditing or reviewing the quality of existing processes

Preparation Checklist

1. Review the role description, key competencies, and success criteria.
2. Confirm logistics — date, time, location or video link, attendees.
3. Distribute supporting documents to all participants at least 24 hours in advance.
4. Prepare your questions and a scoring rubric.
5. Ensure compliance with all applicable data protection and DE&I requirements.

Suggested Structure

Sample Questions

1. Tell me about a recent situation that best illustrates your approach to this area.
2. What outcome did you achieve, and how did you measure success?
3. What would you do differently with the benefit of hindsight?
4. How do you ensure inclusivity in your day-to-day work?
5. Where would you like to develop further?

Scoring Rubric

Post-Interaction

• Complete the scorecard within 24 hours.
• Submit notes via the Hiring Manager Debrief Form.
• Provide feedback to the candidate or employee as agreed.

Acknowledgement & Signatures

By signing below, both parties confirm they have read, understood, and agreed to the terms of this document.

Purpose & Validity

This assessment is administered by {{company_name}} to gather standardized, role-relevant evidence in support of fair and consistent decision-making. The instrument has been reviewed for face validity, content coverage, and adverse-impact risk.

Administration Protocol

1. Provide the candidate with the data-privacy notice and obtain explicit consent prior to administration.
2. Administer the assessment in a quiet, supervised environment or via the approved online platform.
3. Adhere strictly to the time limits and instructions defined in the scoring key.
4. Record any reasonable accommodations granted, with the rationale, in the candidate file.

Fairness & Adverse Impact

• Scores are reviewed quarterly for adverse-impact patterns by protected group.
• Reasonable accommodations are offered where requested and documented.
• Results are used in combination with structured interviews and never as the sole decision criterion.

Candidate Information

Examiner Sign-off

Document Control