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The Future of Virtual Assessment Centres
How Assessment Centres have Shaped Hiring
Assessment Centres (ACs) have been integral to selection processes since World War II, gaining widespread adoption in industry from the 1950s onwards. Traditionally, ACs took place in offices or rented spaces, where candidates could engage face-to-face with one another, assessors and current employees.
Are Virtual Assessment Centres Here to Stay or Just Temporary?
The emergence of the internet brought about a shift from paper-based processes to digital operations, with laptops and tablets becoming standard tools in ACs. Then came 2020 and the onset of the Covid-19 pandemic, halting travel and in-person meetings, thus necessitating a pivot to what we now know as Virtual Assessment Centres (VACs). Video conferencing took centre stage, offering a viable platform for candidate evaluation. Yet, as we reflect on this transition, we must ask: Is virtual assessment truly fit for purpose, or was it merely a temporary solution?
As the world gradually returns to ‘normal’, organisations are contemplating how virtual they want their operations to remain. As of June 2023, the Office for National Statistics reported that 10% of UK workers were exclusively working from home, with 29% doing so partially, indicating a continued interest in virtual work arrangements among employers and businesses. But what does this mean for assessment centres, and how do candidates perceive virtual assessment?
Balancing the Benefits of in-person and Virtual Assessment Centres
There are compelling advantages to hosting ACs virtually including the elimination of travel requirements, reduced environmental impact, enhanced flexibility with global reach, improved inclusivity, expanded assessor pools, and clear cost savings.
However, does the rise of virtual assessment render the traditional AC obsolete? The benefits of hosting an AC in a physical venue include increased personal interaction, diverse exercise options, and deeper exposure to the organisational culture.
Candidate Preferences for Virtual Assessment Centres
So, what do candidates think? Research conducted by TopScore Tech suggests a preference for virtual ACs, with 60% of those surveyed expressing a preference for virtual assessments over in-person ones, and 70% feeling more comfortable in a VAC setting. Comments from candidates highlighted the perceived benefits of virtual assessment, citing reduced intimidation and increased accessibility, particularly for individuals with conditions such as autism.
Given that a candidate's assessment experience significantly influences their job acceptance decision, ensuring an effective assessment process is paramount.
Maintaining Best Practices in Assessment Centres
Whether transitioning to virtual ACs or continuing with traditional methods, it's essential to uphold the fundamentals of best practice. Having a provider that gives the option for virtual or face-to-face can create opportunities to flex one’s approach across different campaigns/candidates as needed. In short though, whilst the mode may change, the basic principles remain constant.