Abstract
Abstract Assessment centers are widely used to select managers and develop management skills because of their flexibility and higher validity than single-component selection procedures. In this article, suggestions are given for running an assessment center as an experiential exercise in which students are assessors, candidates, or role players in exercises created by the instructor, or as a creative exercise in which students create their own exercises. The assessment center can be used to help students understand the concepts of job analysis, test construction, selection, reliability, and validity.
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