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Assessment Center Course: Psychometric Tests, SHL 340+ Tools
Role Play
5,544 students
Assessment Center Course: Psychometric Tests, SHL 340+ Tools
Design and run an assessment centre: assessor training, Korn Ferry models, psychological assessment, ready scorecards
Last updated 9/2026
English
English [Auto],
What you'll learn
- Take away 340+ tools: 27 downloadable tool files plus question lists, procedures, checklists and scorecards in the lecture presentations
- Design an assessment center with a design checklist, a competency-to-method matrix and a schedule template
- Work with 27 tool files: screening and interview scorecards, STAR question library, competency profiles and a 360 feedback sample report
- Build exercises: group discussion, role play, in-basket, presentation and fact-finding
- Train assessors with a training program, observation forms and the observe-record-classify-evaluate procedure
- Use competency models from SHL, Korn Ferry, Lominger and Hudson to define what you assess
- Combine psychometric tests, business cases and work samples with structured STAR interviews
- Write candidate reports and bring assessors to one rating
- Use 18 ready AI prompts for competency profiles, STAR questions and finalist comparison
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
Explore related topics
Course content
9 sections • 36 lectures • 19h 2m total length
Requirements
- No assessment experience required: every stage comes with a checklist, form or procedure you can copy
- Nothing to buy for the course itself: tool files and presentations are attached to the lectures
- The course explains the method and the models; commercial tests, such as SHL questionnaires, are bought from their publishers
- Start with the first three sections, then open the specialist sections you need
Description
This course contains the use of artificial intelligence.
347 tools for assessment centers in one course: 27 downloadable tool files, 223 ready-to-use question lists, procedures, checklists, scorecards and AI prompts, 84 models and methods, and 13 services shown on screen.
Open a lecture, take the tool, use it in your next assessment.
Why assessment centers disappoint
A company gathers candidates for a day of exercises. The observers have not agreed what they are looking for, each writes impressions in their own words, and at the end the loudest opinion wins. The method is strong only when the competencies are defined, the exercises are built for them, the assessors are trained and the ratings are brought together by a clear procedure.
What changes after this course
You start from the job and its competencies. You choose exercises that show each competency and plan the day by the hour. You train observers to record behavior, not opinions. You add tests and interviews where they help. You write a report the manager and the candidate can use, and you know when to run the center yourself and when to order it outside.
What is inside: 347 tools, counted file by file
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 27 downloadable tool files: scorecards, question libraries, workbooks, competency profiles, a 360 feedback sample report and job family references
- 223 ready-to-use tools inside the presentations:
- 56 question lists and conversation scripts: STAR interview, situational interview question library, potential assessment, assessment center participant validation survey
- 43 step-by-step procedures and workflows: assessment exercise development, ORCE behavior assessment, assessment center rating consensus, assessment center feedback session
- 41 checklists: assessment center design, assessment center observer conduct, assessment test selection, role-play assessment design
- 27 scorecards, rubrics and scoring matrices: competency-to-assessment-method matrix, assessment center participant results matrix, communication competency rating scale, STAR evidence completeness table
- 25 templates and forms: job competency profile, assessment center schedule, group discussion behavior observation form, assessment center results report
- 18 ready AI prompts: STAR answer analysis, behavioral indicators generation, test assignment evaluation, assessment center exercise design
- 5 formulas and metric sets: competency assessment metrics, testing efficiency metrics, interview quality metrics
- 8 other working tools: SHL Inventory of Management Competencies, assessment center self-presentation exercise, difficult employee role-play instructions, team lead presentation assessment
- 84 models and methods explained with examples: SHL Universal Competency Framework, Hudson 5+1 competency model, in-basket exercise, Big Five personality model
- 13 services shown on screen, from a quick look to a detailed demo: Culture Amp, 15Five, Spidergap, TMA Competency Library, Google Forms and others
Where the tools are
- Assessment center core (3 sections, 59 tools). The method, job requirements and competencies, content and exercises, assessor training, running the center and writing reports.
- Candidate screening and assessment techniques (122 tools). Resume screening, STAR interviews, competencies, psychometric tests, cases and scorecards. 15 tool files and the AI prompts are here.
- 360-degree feedback (50 tools). Questionnaire design, indicators, raters, reports and automation.
- Competency-based interviewing (62 tools).
- Interviewing skills and candidate selection (47 tools).
- Job profiles and competency criteria (59 tools).
- Post-assessment strategy and result interpretation (6 tools).
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
I learned group assessment at Alfa-Bank. We invited all candidates at one time and presented the company and the role. Then they took a short test, got ten minutes, and had five minutes to get to know a partner and present that person to the group. The assessor scored the tests and the presentations, and the best went on to a short interview. Later, at the STB television channel, we were hiring an IT director and had three finalists. There was a favorite, but we had doubts. We sent all three to an external assessment with about three exercises, received a detailed evaluation, chose our finalist, and he worked very well.
How to use the course
Watch the first three sections in order to design and run an assessment center. Then use the rest as a reference: section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 36 lectures across 9 sections, 19 hours
- 62 downloadable resources: 27 tool files and the lecture presentations
- 347 tools across the lessons, ready to copy into your own work
- A 10-question practice test, a quiz and a role play
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Take one role you assess often. Open the second section, define its competencies and fill in the competency-to-method matrix to see which exercise shows which competency. Enrol now and start your first lesson today.
Who this course is for:
- HR professionals and talent specialists who design assessment centers
- Recruiters who assess candidates for mass, management and high-potential roles
- Assessors and observers who rate participants and write reports
- L&D and talent managers who use assessment for development and succession
- HR directors choosing between an in-house assessment center and an external provider