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Executive Coaching

Posted 2 days 1 hour ago by The Strategic Enterprise Group

Permanent

Not Specified

Other

Nottinghamshire, Nottingham, United Kingdom, NG1 1

Job Description

What Are Virtual Assessment Centres, and Why Are More Employers Using Them?

Virtual assessment centres are online psychological assessments delivered using video conferencing software such as Zoom or Microsoft Teams. They allow employers to assess potential employees remotely and can bring people from all over the world together for online psychological assessments that will objectively test their suitability for a particular role.

More employers are using virtual assessment centres because of their advantages, such as saving costs, allowing more people to participate, identifying candidates with good technical skills, and reducing the stress for candidates who find in-person assessments stressful.

Virtual assessment centres typically involve a combination of video interviews, online assessments, and virtual group exercises and aim to replicate the experience of an in-person assessment centre as closely as possible. Candidates use video conferencing software and other online tools to participate in the virtual assessment centre from their location. Additionally, many tests can be run more effectively online than in person.

Our virtual assessment centres test for the same range of skills and competencies as face-to-face assessment centres. They may include personality tests such as the 16PF, OPQ and the Saville Wave. The virtual assessment centre may also include tests of motivation. They will often have cognitive tests such as verbal reasoning, mathematical reasoning, and abstract reasoning tests. Our virtual assessment centres include situational judgement tests, management in-tray's competency-based interviews, video interviews, case studies, role plays, and group discussions. Tests can be made available in multiple languages and have accessibility features.

Top Seven Tips For Preparation for Virtual Assessment Centres

Master the Video Conferencing Technology: If possible, plug your computer directly into the router, as videoconferencing uses much bandwidth. If it is not possible to plug directly into the router, locate yourself close to the Wi-Fi and try to ensure no one else is using it. You should also have a phone available and check if there is a backup number to call the assessors if there are any technical difficulties.
Research the Job and the Company: Re-read the job description, person specification and your application. Carry out research on the company, its strengths, weaknesses, and competitors. Read any company reports or committee papers. Understand the company's culture and the key people in its management structure. Consider topical current issues or changes in the sector.
Practise the Psychometrics: Practice the psychometric tests and activities which you will likely take. If you need any reasonable adjustments because of a disability such as dyslexia or ADHD, make sure to communicate this well in advance to the recruiting organisation. Practise competency-based interview questions using the STAR model.
Dress The Part: It is important to dress formally, as you would if you attended a face-to-face assessment centre or virtual assessment centre, as this demonstrates professionalism.
Demonstrate Your Interpersonal Skills: Listen, collaborate and engage with other candidates and the assessors. Ask thoughtful questions. Note the body language of other candidates and assessors.
Hold Your Nerve and Attention: Do not let technical problems upset you. It is better to remain positive, calm, and solution-focused.
Thank The Assessors and Get Feedback: Sending a follow-up message to thank the assessors can show your interest in the role. It is also important to get feedback if you were not successful for the role.

Virtual Assessment Centre Activities