This course contains the use of artificial intelligence.

Most advice about assessment centres comes from people who have never sat on the scoring side: be yourself, show leadership, speak up but not too much. None of it describes what is actually written down about you. Here are 379 tools that do: 282 ready-to-use procedures, question lists, checklists, templates, scorecards and AI prompts, 75 models and methods, 5 services shown on screen and 17 working files.

Open a lecture, take the tool, prepare for one exercise today.

What is actually happening in the room

Several trained observers are filling in a form. The form lists specific competencies, each with behavioural indicators and a numeric scale. Every exercise was chosen in advance to produce evidence for particular competencies. At the end the observers meet without you and reconcile their scores. None of this is mysterious, and almost none of it is explained to candidates.

What changes after this course

You know what each exercise is designed to show and how it is scored. Your examples are structured and hold up under follow-up questions. You approach the group exercise, the interview and the personality test with a plan, and you know how the final decision is made and how to ask for useful feedback.

What is inside: 379 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 51 downloadable resources: the lecture presentations plus 17 working files, including the observer form worksheet, the STAR question library, the interview scorecard, the competency assessment matrix and the final hiring scorecard
• 282 ready-to-use tools inside the presentations:
• 91 step-by-step procedures and workflows: ORCE behavior assessment, assessment center rating consensus, assessment center feedback session, STAR interview method
• 64 question lists and scripts: positive and negative competency questions, behavioral interview question bank, competency interview funnel script, assessment feedback quality questionnaire
• 41 checklists: assessment center preparation, nonverbal behavior observation, behavioral example quality, interview assessment bias
• 34 templates and sample documents: job competency profile, assessment center schedule, group discussion behavior observation form, role-play behavior observation form
• 19 scorecards, rubrics and matrices: competency-to-assessment-method matrix, assessment center participant results, STAR evidence completeness, five-level competency rating scale
• 18 ready AI prompts: assessment center exercise design, STAR answer analysis, competency answer assessment, behavioral indicators generation
• 10 other working tools: assessment center self-presentation exercise, difficult employee role-play instructions, product manager retention mini-case, team lead presentation assessment
• 5 formulas and metric sets: competency assessment metrics, interview quality metrics, testing efficiency metrics
• 75 models and methods explained with examples: SHL Universal Competency Framework, in-basket exercise, Belbin team roles, Big Five personality model
• 5 services shown on screen, including 16Personalities, HIGH5 and the TMA Competency Library

Where the tools are

• Inside an assessment centre (2 sections, 63 tools). How it is built, the assessors, the day and what follows.
• Competency interviews (2 sections, 62 tools). The language of competencies, your profile, techniques, scoring and motivation.
• Personality tests and team roles (2 sections, 13 tools). MBTI, DISC, PAEI, Belbin roles and the Big Five.
• Selection and the decision (2 sections, 125 tools). How you were selected, skills assessment, tests, cases and the final decision.
• The group exercise (2 sections, 103 tools). Seen from the front of the room: facilitation, closing, alignment and difficult participants.
• Interview design, scoring and feedback (2 sections, 48 tools). The interview behind it all, bias and the feedback you receive.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

When the marketing structure at Wargaming changed, the team chose to wait about three months for an assessment centre instead of filling the new roles quickly; 90 to 95% of the appointments then passed probation. At iDeals, when we selected a CTO, the candidate received a set of documents to propose the future technical architecture, a kind of in-tray exercise, and could contact our engineering leads, who then told us how well he worked with them.

How to use the course

Start with the Observer Form Worksheet and the first two sections, then go to the exercise or interview section you are preparing for. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 36 lectures across 13 sections, 16.5 hours
• 51 downloadable resources: lecture presentations and 17 working files
• 379 tools across the lessons
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Write down three examples from your work in the STAR structure and check each one against the observer form. Enrol now and start your first lesson today.