The design and implementation of an assessment centre in the South Yorkshire and South Humberside deanery for selecting doctors into postgraduate training in paediatric medicine is described. Eleven competency domains were identified in the job analysis. An assessment centre comprising of four exercises was implemented to assess candidates. There were modest relationships between candidates’ performance on the various assessment centre exercises. Outcomes based on interview performance were related to, but not the same as, outcomes based on the combined results of the three other assessment centre exercises. Candidates perceived the assessment centre to be a fair selection method. It is concluded that an assessment centre approach to SHO recruitment is feasible and provides a greater breadth and depth of information about candidates than does a structured interview.
- job analysis
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Funding: The postgraduate dean (Dr Sarah Thomas) of the South Yorkshire and South Humber Deanery funded the development and implementation of the assessment centre, and has supported the decision to seek publication in this journal. We are grateful to her for her support.
Competing interests: none declared
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