How do the two methods work in reality? During the Assessment Center (AC), the candidates from outside the organization are to solve situations they may encounter at any time in the position given. Besides their expertise, other skills also play an important role thanks to which we can get a more complex picture of their personality. We monitor and evaluate their performance and behavior with an eye of an expert, thus selecting the best candidate for the given job.
In opposition to this, Development Center (DC) is a tool for selection within the organization. Similarly to the Assessment Center (AC), it is labelled to be a compound testing method but rather than evaluating external candidates it focuses on assessing the abilities of internal coworkers. During the DC process, candidates are given tasks based on the solution of which interpersonal competences, human and professional characteristics, the areas to be developed, and whether they are suitable for the position to be filled, can be well modeled.