Running a virtual assessment centre – our guide for effective processes
Running a Virtual Assessment Centre: Our Guide for Effective Processes
Virtual assessment centres (VACs) have become an essential tool for modern recruitment. While the shift to virtual delivery accelerated during the COVID-19 pandemic, many organisations have since embraced this model as a long-term solution, particularly when recruiting remote candidates and improving accessibility.
The pandemic initially drove the need for remote hiring solutions, and organisations quickly adapted traditional face-to-face assessments for the virtual environment. For example, we supported a mining client in transitioning their entry-level recruitment process to a fully virtual format. You can read our case study here
Today, virtual assessment centres are no longer just a response to social distancing, they are a strategic approach to reaching a wider talent pool, improving candidate accessibility, and streamlining the hiring process.
Importantly, even in a virtual setting, candidates must still be given the opportunity to demonstrate the behaviours and skills that are critical for success in a role. With the right planning and structure, VACs can provide an engaging, fair, and effective experience for all participants.
For organisations considering a virtual approach to selection, we’ve compiled best practice guidance to help make the process as robust and impactful as possible.
The experience gained over the past few years has helped us refine our virtual assessment process. We now deliver VACs that consistently enable candidates to showcase their strengths, no matter where they are in the world.
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