Over the last few months we’ve seen resourcing teams pivot at speed to a fully virtual assessment centre experience for candidates and assessors. With social distancing set to persist for the foreseeable future, are we witnessing a more permanent change in the way organisations recruit talent?
For many organisations, the early stages of the recruitment process are already managed virtually, up until the final in-person assessment centre, which typically a labour intensive and paper-based process. In pivoting to a fully virtual experience, one of the main challenges to overcome is whether you can still make effective hiring decisions remotely?
At Sova our digital assessment centre technology allows you to manage complex schedules, candidate instructions and exercises and for assessors, scores and notes can be input into the system directly for fast, accurate and effective analysis. In the light of the pandemic, we quickly integrated video conferencing, so assessment centres can be run completely virtually with multiple candidates and assessors. Having worked closely with our clients to make an effective transition, we wanted to share ten important, practical lessons:
There’s no doubt we will be challenged to pivot to new ways of working in the coming months, but that doesn’t mean we have to compromise on quality of decision-making, fairness, candidate experience or efficiency. Indeed, there are opportunities to deliver significant time and cost savings at a time when budgets and resources are under significant pressure through the combination use of best practice methodology and the latest digital technology.
To find out more about running virtual assessment centres you can listen to an on-demand webinar and if you would like to see a demo on the virtual assessment centre platform, get in touch.