Various methods are used to assess and select staff, including psychological testing, behavioral observation, and the assessment center method. The methods differ in psychometric characteristics and in the advantages and limitations of their use. We were interested in whether the assessments obtained in the assessment center tasks are related to the values obtained through psychological tests and observation of behavior, and how we can best predict the success of the assessment center method. The sample consisted of 145 participants who completed four questionnaires (Test of Series, Emotions Profile Index, Big Five Questionnaire and Belbin Team Role Inventory) during the selection process in a particular company and participated in the assessment center, which consisted of nine tasks. Their behavior was also observed. The analysis showed that personality traits are generally low connected to assessments in assessment center tasks and to competencies that were assessed during behavioral observation. Of all the variables studied in the research, the assessment center success is significantly predicted by two, namely intelligence and age. We conclude that the use of the assessment center method makes sense, as it provides information on candidates in the selection process that could not be obtained using previous methods. The results are mostly in line with the findings of previous research. However, the text describes in more detail the discrepancies and their possible causes.
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