LIVE! Candidate Feedback:

The insights I got surely resonates with me. A most important aspect is that I can acknowledge them all with a whole new perspective.

Amazing, a opener and describes as I am. Thank you🤗

It told me what I needed to hear in order to be prepared for my future.

I found this useful as it allowed me to reflect on the ways people see me and I present my self as. Thank you for taking the time to allow read this feedback.

Thank you for your incites, you are nearly spot on about me with a couple of exceptions.

I’m always open to interpretation of an opinion but I have to say I love a social work life and feel I have gotten on with my peers and colleagues well in recent jobs

I really appreciate this as I love new learning points and perspectives! I will definitely reflect on this feedback and try to use it to develop my skills!

Hi I did find this useful thank you. In my last job if I spoke up or felt there was a better way I was ignored.

yes, i found this useful information,do i progress to any more interviews.

Really informative and did open my eyes to thing I may of left out or need to work on so pretty solid.

Really interesting especially the part taking time for myself so I can support myself and others emotionally. Thanks so much for the insight it’s greatly appreciated

Thank you for my overall summary. I think the assessment is very good overall. And highlights what I can improve on in the future.

Great way to see yourself in a different way

Seeing my attributes being told to me is an experience which I have never received and I highly appreciate it because it does boost my self confidence and makes me want to work so much more harder to achieve the best version of me as possible

Every individual driven by his/her own ideological approaches that he/she fits the right approach to accomplish the challenge they face with. However, sometimes a middle ground is necessary to accommodate others in order to enshrine their thoughts. Moreover, some business model based on practical experiment of entrepreneurs over the course business which are proven time-tested. In this sense, the established procedures are vital to carry out the day-to-day dealings where repetition of procedural conduct is essential. Adaptation of changes or ability to being adopted is the great quality that one should embrace in any environment for a greater benefit - I am eager being adopted.

It’s interesting to hear from someone else how I come across and how I can improve 😊

I just want to say it truly is incredible. Every word of your evaluation is wrong, and thus will cost me whatever job i try to apply for in this company. So thanks. Thanks a lot.

I found this quite interesting and pretty much described my personality and areas I need improvement on.

That’s was really good to ready an the tips were very helpful

It made me understand myself better and what people think of me

It's nice to see what strangers or other people think about me from just answering questions online and not meeting me face to face Thankyou

Very informative and helpful to improve myself

It was very useful to help point out and highlight my strengths and weaknesses and it clearly shows how passionate and caring webhelp is about their employees.

This was useful as it showed me that I really do need to learn how to say no.

I found this very interesting.I am generally very passionate about self improvement and psychology and this is a brilliant way to learn more about my self .

There are points in every section that suit me and really makes me feel that no matter how we’re all made we are able to adapt and be positive in our goals.

I'm totally up for feedback.. Most of my previous roles do have a structure of routines to follow.. I love people and enjoy helping others

I enjoyed getting feedback from you as I always want to better myself. I will work on what you have told me and perfect it, to a point where it will help me on a day to day basis.

Yes it’s very important for further assistance

It showing me where I could do better thanks for the feed back

You have correctly assessed me as being focused driven - however I do-a lot of reflection and take breaks and constantly seek feedback to assess whether I’m doing whatever in the correct way. I’m a monkey see person and a monkey do person so I learn from watching and doing I could do more reflection as I 4go about my business. In order to present the best of myself.. I would research the positions I was applying for andqstudy how that work was done in order to present knowledgeable asnwers tokyestions involving the position. My strengths are working with people from all walks of life Being knowledgeable and respectful. I’m no ashamed to say I don’t know something and will take a customer with me to learn its use. When starting as a new workplace it’s always nice to have someone show the ropes, toilets, lunch room, times foe breaks, and be introduced to the rest of the team and management .` To increase my job satisfaction I think it’s important to do the work you have been allocated - and looking back at the end of a shift knowing you have done your best with an excellent attitude

It's very interesting to understand your own thoughts and actions. It makes the decision to apply for particular job applications that more informative and positive.

It helps to build up and make people more confident about how to make best and convening way to address yourself with company and team members. Thank you for everything

To hear about yourself in a different way is always helpful

I found this useful as it accurately describes me and will assist me in getting a job

Found the results to be fairly accurate. The coaching tips will be a great help to move forward. Thank you. Regards, Alan Payne.

This gave me a good understanding of myself and in what areas I need to improve as a person. Thank you.

Thank you for such an amazing interview and report! This was my first ever interview and it made life so much easier and stress free. Your report was on point as well, it provided me with very insightful and meaningful information, growing my self awareness for the strengths and attributes i possess. Would defiantly recommend. Thanks again! 😊

I have learned alot more about myself than I thought I did. And it really makes me have more confidence and the experience is good.

I got an opportunity to know and understand myself.

I didn't find it useful. I don't think you should be giving insights on people you've only asked 5 questions to. Some I agree with and some I definitely don't. I like the idea of it but it can be a little hurtful.

Thank you for your feedback. Will take this information on- board.

Wow.. That was me in a nutshell.. How did you people some me up like that.. By just answering a few questions.. Thank you so much for your tips etc.. I will definitely use it in the near future

I really enjoyed reading the feed back. Yes was quite a bit correct. I did agree, that I do not air my view all the time. Sometimes I do sit and listen to what people say, and probably not agree, but I always have an input at meetings.

Very useful and interesting, I will use it for the best. I loved the description of my personality, well done!

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  • What Everyone Knows About Assessment Centres But Won’t Say

Hiring with AI, fairer, faster and better

What Everyone Knows About Assessment Centres But Won’t Say

BY Antonia Macrides


Let’s discuss the significant issues that talent acquisition teams face with assessment centres every day. As a solution provider operating in the high-volume recruiting space, we’ve identified seven common assessment centre problems.

Firstly, a bit of an explanation.

What is the recruitment Assessment Centre?

Assessment Centres or “Group Interviews” are a popular recruitment tool for those who specialise in high volume recruitment or large enrolment programs. They usually bring together a large number of candidates. This group is then reduced to a smaller group in the final phase of the recruiting selection process.

Let’s talk about the advantages of Group Interviews.

Firstly, group interviews offer significant advantages for high-volume recruitment. They are thought to yield better results. For every candidate interviewed more are hired with greater accuracy. That is, compared to standard face-to-face interviews. They are also quicker. In that, there is far greater efficiency in the number of candidates interviewed per hour. Many large-scale recruitment programs use assessment centres to evaluate candidates against one another using various exercises. These exercises are designed to assess your suitability for the job. They check your performance in your role as well as your knowledge of the company and its culture. Some exercises involve you working individually. Others assess you and your ability to work as part of a group.

For the candidate:

An invitation to an assessment centre shows that you are successful in the early stages of the recruitment process. It usually takes place after the first round of pre-selection interviews and before the final selection. This can be seen as more reliable and fair than an interview alone. It gives you the chance to demonstrate your potential in a variety of environments. Candidates should also be able to learn more about the culture of the organisation and the role of the workplace.

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For the organisation:

Assessment Centres provide an evaluation method based on multiple evaluations, including occupational simulations. They monitor a candidate’s performance across a range of activities. This is to assess skills, competencies and traits that could be used in the workplace. Many companies use this method to recruit their graduate programs. In other words, to assess potential employees who have little or no professional experience. The bonus is that it also gives employers the opportunity to make a positive impression.

This all sounds great, except for these 7 Big Assessment Centre Problems

Assessment Centre Problem 1 

1. They are a pain to organise.
“No Julie, we do not have an afternoon session on Tuesday just on Monday and Thursday” – sound familiar?

Assessment Centre Problem 2

2. No one wants to be there.
The candidate wishes they had a job already. The hiring manager wishes they had their staff already. The recruiter wishes they were out for lunch. The general tone is:
“when will this be over?”.

Assessment Centre Problem 3

3. They are disappointing.
The results are never what you expected – for anyone! Maybe you attend with optimism. More likely you probably think to yourself “how will I select from this dire bunch of candidates???!“.
And every candidate is thinking: “This is ridiculous and unfair and like …totally ridiculous”.

Assessment Centre Problem 4

4. Speaking loud seems to get you noticed.
Seems like whether you are the assessor or the candidate, the person who speaks loud often wins out. Almost always leaving participants to wonder: “Were fair decisions made and were the right decisions made?“.
Loud does not equate to right. Being confident does not equate to right either. Right?

Assessment Centre Problem 5

5. They are all different.
There is little to no consistency or standardisation. For anyone is part of a national or global talent acquisition team – this is somewhat worrying. Particularly when you are recruiting for the same role across multiple geographies. When the bar to enter that role (and your organisation) moves, its a shift in goalposts and everyone knows: “that just ain’t fair!”.

Assessment Centre Problem 6

6. Keeping the paperwork for compliance reasons is terribly time-consuming.
The record-keeping on assessment centres is an administrators nightmare. The spreadsheets to obtain attendance records, then print-outs to capture scoring. And for how long do you actually have to keep every scoring sheet? Is it a year or is it 7?

Assessment Centre Problem 7

7. Calibration is rarely objective and never data-driven.
In concluding the assessment centre, the team calibrate their results together. This is the final decision-making process. Who should we progress to hire and who should be declined?
For anyone who has been an assessor, we all know that this calibration piece is too often based on opinions:  “I believe she will really fit in” “She seemed to be super friendly” “I think she will be a great hire”. Believe, seemed, think.  What is this? A fortune-tellers table in the corner of a dodgy country market? What happened to objective decision making?


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Above all, they are ridiculously time-consuming! With so much time being spent on Group Interviews, should we think seriously about how they could be done better? Hours organising and days invested in an event with unpredictable results. Seems crazy! Can we do something to improve this costly and unwieldy process?

PredictiveHire is solving these assessment centre problems.

It is for these reasons that PredictiveHire has launched LiveInterview – the app that specialises in making group interviews:
1. Easier to organise
2. A pleasure to be there
3. Yield better results – especially considering all attendees were preselected using FirstInterview!
4. Totally fair and equitable
5. Consistent and standardised
6. Easy to administer. No record-keeping needed anymore, ever
7. Data-driven objective decision making plus it delivers a better hiring yield.

Assessment Centres have their place.

Now, let’s make the assessment centre shine, and produce the results we expect. To learn more, leave your details here, and we will be in contact.

Watch the video here – LiveInterview for Assessment Centres

Suggested Reading:

Graduate recruitment during COVID-19 – what’s different?

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