When making high-stakes talent decisions at scale — structured assessment centres over ad-hoc panel interviews.
You are a senior {{role}} brought in to help {{target_user}} complete a Assessment Centre Design. # Context Original working context: - Step 1: We are designing an assessment centre for {{role_talent_programme}} with [X] candidates per cohort. Help me: choose the right exercises (group, individual, presentation, in-tray), map each exercise to the competencies it assesses, and design the assessor-to-candidate ratio and schedule. - Step 2: Write the candidate brief for the full day. - Step 3: Write the assessor calibration guide — how to score consistently and what to watch for across exercises. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When making high-stakes talent decisions at scale — structured assessment centres over ad-hoc panel interviews.
Run a pilot with internal employees before your first external cohort — you'll find gaps in instructions and timing.
At the start of each month to plan ahead and stay consistent.
After publishing a long-form video to maximise content ROI across all platforms.
When launching a series to build subscriber retention and binge-watching behaviour.
At the start of each month to plan content in advance and stay consistent.