Free tool
Pick a role, competencies and exercises — and get a competency-by-exercise matrix checked against the rules, a day schedule, observer forms with behavioral indicators and prompts for exercise scenarios.
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Related courseAssessment Center: how to assess and develop people6 lessons: job analysis and competencies, designing exercises, training observers, the wash-up session and feedback. Homework check and a diploma after the course. $350, 1 year of access.See the course programPick what sets successful people in this role apart. Four to six is the usual number — an observer cannot hold more.
You need both group and individual exercises. Press “Suggest” — the builder picks a set where every competency is tested twice.
Click a cell to add or remove a competency from an exercise.
Calculated from the number of participants and observers: individual exercises run in parallel, one participant per observer. The wash-up is the observers’ joint discussion after the exercises.
For each exercise: what to watch for and a ready prompt — paste it into ChatGPT, Claude or Gemini and get an exercise scenario for your role.
How it works
An assessment center is a method in which several participants complete different exercises while trained observers record their behavior and rate it against competencies chosen in advance. The decision is made together, after all observers compare their notes.
The builder puts together the frame of such a day: you pick the role, competencies and exercises, and it builds the matrix, checks it against the rules, calculates the schedule and prepares observer forms. Exercise scenarios for your role are written from ready-made prompts.
It is assessing people through exercises that resemble the real job: a group discussion, a role play, a case analysis. Trained observers watch the participants and rate behavior against competencies chosen in advance.
Usually four to six. Each must be seen in at least two exercises, and one exercise should cover no more than four — otherwise the observer cannot keep up with the notes.
One observer assesses three to five participants. The team should include both HR people and line managers, and all of them are trained before the assessment.
From a few hours to several days, depending on the number of participants, observers and exercises. The builder calculates the schedule for your numbers and warns you when the day runs past nine hours.
An assessment center ends in a decision: hire, promote or not. A development center ends in each participant's strengths and growth areas, and a plan for what to do about them.
Write them for your role. Every exercise in the builder has a prompt: paste it into ChatGPT, Claude or Gemini to get participant instructions, materials and observer notes. Test the text on one or two colleagues before using it.
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