Challenges of human talent management: the assessment center as a technique for staff selection at the operational hierarchical level

Abstract

Introduction: human talent management has become a strategic pillar in modern organizations, particularly at the operational level, where productivity and efficiency are executed. However, high labor turnover, skills gaps, and the lack of predictive methodologies in recruitment have generated substantial economic losses in Ecuadorian manufacturing and service sectors. In response, the Assessment Center (AC) emerges as a comprehensive technique capable of evaluating both technical and soft skills in simulated environments, surpassing traditional methods. Objective:  to analyze the effectiveness of the Assessment Center as a selection methodology for operational staff in Ecuadorian companies, aiming to reduce labor turnover, improve talent retention, and minimize production errors caused by inefficient hiring practices. Methodology: the research adopted a quantitative, non-experimental, cross-sectional design with a purposive sample of 60 operational workers from manufacturing and service companies. Systematic observation was applied through role-play simulations, structured interviews, case studies, and group dynamics. Multiple evaluators and standardized observation guidelines ensured process validity. Ethical considerations were respected through confidentiality and informed consent. Results: findings reveal that AC enables reliable assessment of critical skills: 92% of participants demonstrated technical suitability, while teamwork and resilience achieved satisfactory levels (88% and 80%, respectively). Weaknesses were identified in problem-solving (76%) and communication (70%), linked to workplace conflicts and turnover. Companies implementing AC reported a 47% reduction in turnover, a 31% increase in retention, and a 214% ROI in SMEs. Role-plays and structured interviews proved the most effective instruments, while case studies were less suitable for operational profiles. Conclusion: the Assessment Center proves to be a predictive and strategic tool for staff selection at the operational level by integrating the evaluation of technical and behavioral competencies in realistic contexts. Its adoption reduces turnover costs and production errors, strengthens business competitiveness, and enhances talent retention. Nonetheless, its effect on job satisfaction must be complemented with induction and continuous development programs. In Ecuador, AC not only enhances recruitment efficiency but also positions itself as a catalyst for SME sustainability and alignment with the digital transformation of the labor market. General Area of Study: Human Talent. Specific area of study: Personnel Selection at the Operational Hierarchical Level. Type of study: Literature Review