ABSTRACT
Assessment Centres (ACs) have a long, rich, and successful history in the domain of personnel selection (Povah & Thornton, 2011). Over the past 60 years, ACs have been used extensively for the selection and development of high-potential employees in diverse organisational settings. There is also an impressive body of research literature concerning ACs that includes scores of book chapters, numerous research articles, regular conference proceedings, and countless doctoral dissertations and master’s theses (Howard, 1997; Thornton & Rupp, 2012).
