These procedures help to insure that the judgements made are relatively free of the many forms of rater bias, are reliable, and can serve as the basis for meaningful predictions of a candidate's potential as a manager. Assessment centers measure job-related behaviors rather than other characteristics that are not directly related to effective job performance. Assessment centers measure a broader range of skills than do more traditional methods, such as written tests. Assessment centers are standardized because testing conditions are similar for all candidates. This standardization insures that no candidate receives better or worse treatment than another.
Assessment centers are fair to minorities and women.
Unlike some testing programs, research has suggested that a candidate's race or sex has no influence on the assessment ratings received. Assessment centers have been found to be well-accepted and seen as a fair promotional method by most candidates. Assessment centers serve as a learning experience for assessors as well as for candidates. Assessors benefit from their training and experience as assessors, which can be seen as a management training tool that helps them improve their observational skills and ability to accurately evaluate performance. Candidates benefit from the experience they receive by going through the center.