ABSTRACT
The assessment center (AC) method has an illustrious history. It has been a staple in the fi elds of industrial/organizational psychology and human resource management for nearly 60 years. The longevity of the AC method is due to its adherence to a basic set of principles embodied in the Guidelines and Ethical Considerations for Assessment Center Operations (International Task Force, 2009); a wide-ranging research base supporting the value of ACs; various talent management (TM) strategies; and its fl exibility to both meet the changing demands of organizations and adapt to new empirical fi ndings offered in the research literature. Indeed, work in the fi eld of ACs epitomizes the scientist/practitioner model.
