Assessment centers for recruitment and for internal promotion have different outcomes or purposes. Generally speaking, the acitivities for promotion can include information that is more specific to the organization
If you are assessing for promotion to management, first decide what competencies you expect the candidate to demonstrate. For example, lets say one of them is problem solving. Define the competency specifically and create a list of indicators - behaviors that can be observed
Let's say that one of the indicators is " consideres a range of alternatives when suggesting a solution, including new or novel methods or procedures."
Now you can create a case study of a typical problem in your organization. You can include jargon or examples that only an internal employee would know, whereas, with an external candidate your case study would have to be generic in content.
Furthermore, your final assessment matrix is likely to be different.
Perhaps your matrix for assessing an internal candidate would include something like this:
assessment center activities ( ie case study, role-play, personality profile) 50%
performance reviews for the last 2 years 20%
record of continued educational or skills enhancments 20%
dept head recommendation 10%
When assessming for recruitment, you dont have these elements, or you may be using tools ( like PRISM brainmapping) to screen out candidates that dont fit, and then do an interview and a role play for example.
In essence, what you do in assessment is determined by many factors:
goal of the assessment
number of people to be assessed
criticality of the role
management philosphy toward assessment
Hope that helps you.
2nd May 2013 From United Arab Emirates, Dubai