Like everyone around the world I am watching the COVID-19 situation evolve. I do not yet know whether the assessor training and bias workshops in advance of assessment centres that I have in my calendar over the next month will be delivered face-to-face or virtually. The level of ambiguity and the shift required for many companies in how to work and continue to deliver business outcomes is absolutely dramatic.
Companies such as LinkedIn are releasing a series of articles around how to be productive when working from home. But what are the implications on your recruitment and assessment activity when your workforce and candidates are working virtually? At Sova we’ve been providing digital assessment centres for the last four years, allowing our clients to automate scheduling, administration of activities (such as written exercises), data collation and candidate feedback. In the light of recent events we have adapted our existing technology to now support a fully virtual experience. We are transitioning organisations such as Toll Group, NAB and Deloitte to a 100% virtual experience, without the need to change or compromise their existing processes.
It’s likely that you won’t have to reengineer your whole process and can quickly put in place a relatively simple, practical and effective virtual recruitment process. Both individual assessment and group assessment can be moved to a virtual environment with a few practical considerations:
A unified, technology-led recruitment environment can offer much more long-term cost benefits than we have recognised before. This can be in the form of identifying the attributes that make for a ‘star hire’, which will ultimately bring about the biggest benefits by boosting the success and future-proofing the business. We all know this is going to be crucial for our businesses as the economy recovers. Further, this approach enables data and insight to be shared and integrated with the long-term strategy of the business, meaning that as we bounce back from this you will be using data in onboarding and development – across the full talent lifecycle.
My advice to in-house recruiters is to find a pragmatic solution to minimise disruption in the current climate. Candidates, your peers and likely your managers will be assessing how you respond to this situation. Are you able to flex, adapt and embrace virtual ways of working to provide business continuity? If we get this right, we could be changing the future of recruitment.
Please feel free to reach out to me directly on +61 426 691 012 or via email: email@example.com if you would like any advice on the considerations of virtualising your assessment centres and the practicalities involved in this.
You might also be interested in listening to our on-demand webinar where we will be discussing how you can look to virtualize your recruitment processes and minimise disruption.
Managing Director, Sova APAC
You can read more about moving from the fragmented tech-stack towards a unified approach to assessment in our latest white paper The Power of One.