ABSTRACT
Good ability and personality tests are only available to psychologists and others who have been extensively trained in their use. Personal competencies can be assessed by those who have been able to observe candidates' performance at work over a sustained period. However this is not always possible, especially with external or inexperienced candidates. An alternative is to use assessment centres which require specialist help to design and organise but in which job-expert managers can participate as observers/assessors after brief training. The Continuous Cycle skill learning process of practice-reflection-alternative modelling derives from a wide-ranging literature review by a pre-eminent researcher into effective management learning. The intensive use of this process applied to 'live' issues was rated by far the most powerful ingredient in two off-job workshop series conducted by the author and associates. Personal competencies can be assessed by those who have been able to observe candidates' performance at work over a sustained period.