How Virtual Assessment Centres Have Improved the Quality of Hires

How Virtual Assessment Centres Have Improved the Quality of Hires

by Workforce Group

How Virtual Assessment Centres Have Improved the Quality of Hires

by Workforce Group

by Workforce Group

Virtual assessment involves using videos, instant messaging programmes, online questionnaires and web-conferencing services to interact with candidates.

Interviews help recruiters make the most informed hiring decisions, but conducting them can be a substantial drain on time and resources — especially if there are multiple candidates you need to interview.

Many employers have turned to virtual assessment to get more insightful information about candidates before bringing them in for in-person interviews.

Virtual Assessment Centre is basically the online version of a traditional assessment centre; riding on the wings of technology to achieve a lot without compromising the core pillars of the process.

Virtual Assessment Centres have multiple tools, mapped to behavioural competencies, just like a traditional assessment centre. The tools are administered online, followed by automated reports, thus eliminating the hassle of logistics, reducing manual effort and curbing the overhead costs in conducting extensive in-person assessment — without hampering the standardisation and accuracy of the results.

Virtual Assessment has overcome many of the pitfalls of physical assessmentwhile greatly expanding the potential pool of applicants available to the organisation. The following are ways Virtual Assessment Centres have improved the quality of hires:

Capturing Relevant Information & Answers: The interviews are created to capture all the key information that is needed. Candidates’ responses give the recruiter a better idea of how the applicant thinks, communicates and might fit into the company early on in the hiring process. This has drastically improved the quality of in-person interviews and ultimately the quality of hire.

Use of Adequate Materials and Exercises: Gathering data from various exercises can provide a comprehensive picture of a candidate’s true competence. Candidates that participate in virtual assessments tend to be more motivated and better qualified than those who are hired from recruiter-led interviews. This is partly attributed to the fact that candidates need to take a more proactive role in their recruitment — they are given exercises that clearly reflect the typical duties the job entails. The materials used in Virtual Assessment Centres can be directly linked to the job the candidates are being evaluated for.

Application of Formal Education in Real-Life Situations: Assessment centres test what a person can do, not what they know. It is not enough to memorise abstract principles or philosophies; what is important is the ability to apply formal education in a real-world situation. A person may have a high intellect and several degrees but still be an incompetent supervisor if he is unable to make critical decisions under pressure or lacks the leadership ability to get subordinates to do what he wants.

Feedback: Depending on the design and administration, an assessment centre should provide feedback to candidates about their strengths and weaknesses to give them an important insight into their skills and abilities. This will help the candidates work on themselves, thereby making the employment pool better and also be of great benefit to those who do not get the job

Virtual assessment can be of immense help to goal-oriented organisations as recruiters have more time to focus on their core-values/tasks. Any organisation engaged in high-volume hiring would be well-served to seriously consider adding virtual interviewing to its recruiting and hiring process.

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