VIRTUAL ASSESSMENT CENTRESThe assessment centre is a key milestone and brand-building opportunity in the hiring process, so it’s important to deliver a positive and developmental experience for candidates whilst gleaning the right information in a fair and consistent manner.

Organisations typically prioritise technology investment in the early part of the recruitment process such as careers sites and screening which are engaging, digital and frictionless. But, it’s often the case that once candidates get to assessment centre, the process reverts to being paper-based and ineffi cient.

This can be damaging to candidate experience as well as time consuming for recruiters and open to bias. Our assessment centre technology fi xes the digital disconnect and is being used by organisations such as Deloitte, National Australia Bank, Toll Group and Equinor. The technology can be deployed in face-to-face assessment centres, or in conjunction with video conferencing technology for a fully virtual assessment experience, allowing candidates and assessors to interact with each other the same as an in-person event.

SOVA VIRTUAL ASSESSMENT CENTRES

Our virtual assessment centre technology transforms the assessment experience for candidates and assessors – even when face to face is no longer an option.

SOVA Virtual Assessment Centres2

Candidate experience: Using personalised invitations and providing interactive and relevant content as part of the pre-work helps create an engaging and effi cient candidate experience. For virtual assessment centres, using an 'online concierge' or virtual break-out room can provide additional support to remote candidates throughout the day.

Online exercises: Each of your exercises, whether an interview, case study, role play or group exercise, is delivered within the platform, enabling assessors to manage and score each activity, and candidates to access their materials and respond where relevant.

Scheduling: The built-in timetable tools automatically populate the schedule with candidates matched to assessors, signfi cantly reducing maual preparation time. In virtual deployment, the system enables coordinated allocation of video conferencing rooms to each activity, removing the need for any logistical coordination on the day.

Virtual assessment: Each assessor is provided with their own schedule of tasks which they work through chronologically on a tablet or desktop, with easy access to the correct room to connect

HOW DOES IT WORK?

Pre-Event Post-Event

Candidate Journey• Invitation guidance on

what to expect• Pre-work/prep materials• Seamless scheduling

Assessor Journey• Invitation guidance

on what to expect• Seamless scheduling

Candidate Journey• Automated feedback

report

Assessor Journey• Live results

dashboard

with the candidate. As each exercise is completed, assessors submit their results which are captured centrally to be reviewed later.

Online results matrix and wash-up: At the end of the assessment centre, assessors regroup for a review and wash-up session with an instant dashboard ready to view online.

Reporting: In addition to the summary dashboard, automated candidate and assessor reports can be generated automatically, ready to share with stakeholders as required.

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MAKING THE TRANSITION FROMIN-PERSON TO VIRTUAL

Candidate care in the virtual setting

Test the system beforehand - for most, a virtual assessment centre will be a new experience. Trial and test the process before going live!

As we know many organisations are making the switch to virtual assessment centres in the light of the Covid-19 pandemic. There are several key considerations when transitioning to a fully virtual experience:

Opportunity to practice – provide an opportunity for assessors to practice and get comfortable with the technology.

Contingency planning – think through what you will do if things go wrong on the day e.g. a candidate’s camera stops working, or internet connection is lost.

IT & security setting – agree default video conference settings e.g. prevent recording and ensure alignment with internal IT policies.

Clear communications – take extra time to fully brief candidates and assessors is key to ensuring the smooth running of the VAC.

Virtual support rooms – consider a virtual ‘staff room’ where a facilitator is on hand to deal with any queries. For candidates, an online concierge in a separate hang out room is available to provide support.

Group size – in a virtual setting, consider limiting the group size to be manageable e.g. 5-6.

Make full use of conference technology – replicate a real experience as much as possible e.g. virtual whiteboard/annotation for group exercises.

Capitalise on efficiencies - consider a more efficient process e.g. sending candidate prep work in advance. Less timetable restrictions due to in-person room availability can help to deliver shorter ACs.

Reassure candidates - making it clear that things like background noise/family members walking in and out won’t count against them; signposting between activities and warm up exercise to get everyone talking.

Virtual doesn’t have to mean distant when it comes to candidate care. There are lots opportunities before, during and after the assessment centre to reassure and engage with candidates, making sure they are comfortable with the process and receive feedback, whatever the outcome.

Pre AC briefings and guidance on what to expect, delivered via video.

Online concierge One individual dedicated to overseeing the event. Welcome & Core virtual room used throughout the day.

Use of engaging, interactive, job-relevant content.

‘Get to know us’ sessions e.g. with current grads – use a virtual room for this purpose with drop in slots built into the timetable.

Automated candidate feedback.

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The Virtual Assessment Centre, whether used face-to-face or virtually, allows all aspects of scheduling, virtual assessment, and online results capture and reporting in one cohesive solution. Analysis shows signifi cant time savings on administration of up to 30% as well as signifi cantly more effi cient use of assessors through the automated scheduling tools compared to manual timetabling.

BUSINESS OUTCOMES

TO FIND OUT MORE

about how we can help your organisation virtualise your assessment centre process, please get in touch.

info@sovaassessment.comwww.sovaassessment.com

Holding virtual assessment centres is not something Toll would have considered previously, but is something which will defi nitely be looked at for future graduate intakes, it o� ers a more cost e� ective option to running assessment centres globally and still provides the same outcomes.

Sharon Abbott, Toll Group

• 100% virtual • Simple auto-scheduling• Distributes all schedules, virtual

room links and assessment materials to assessors and candidates

• Assessment IP is held securely in the platform

• No data entry and collation required

• Easy access to data for auditing and analysis

Admin Task Reduction

• Faster hiring decisions • Speeds up scoring and production

of fi nal merit list• Improved accuracy• Immediate reporting mapped

against your framework • Monitor and provide feedback on

fairness and any adverse impact

Improved Performance

• Personalised with your brand• Flexible and secure presentation

of materials• Allows organisations to showcase

the benefi ts of working at the organisation

Engaging and Immersive • No more paper!• Assessor materials for activities,

interviews and resumes• Printing materials for each

Candidate• Printing for Program Manager

and Scribes

Save Printing

• End to end process can be days instead of weeks

• Can be run in multiple locations at the same time

• Results available at end of day

Fast process

• Reduced spend on travel and accommodation

Eliminate Travel