It’s hard to imagine a world before COVID-19 when things like social distancing were foreign concepts to most of us.
But now almost six months into COVID world, it is clear that how we will live, work and socialise will be changed in some ways forever. With global economies beginning to hit the restart button, we are now seeing the impact of these changes on how organisations recruit.
When it comes to volume recruitment, Assessment Centres or “Group Interviews” have been a staple in managing effective recruitment drives for high demand roles.
Now with the need (and preference) of many to maintain social distancing or minimise in-person interactions, organisations around the world are shifting towards fully remote assessment centres, enabled through technology.
The first thing to consider when moving to remote assessment centres is what adjustment or changes you might need to make to the activities you run with the applicants. Group interviews (either 1:1 or 1:2) are generally unaffected, but you will need to remove group activities which involve materials (i.e. lego or straws). Group activities which tend to be most effective are:
While technology will be your best friend in the transition to remote assessment centres, you won’t be able to control all aspects of this. For example, assessors or applicants might have an unexpected issue with their computer or unstable internet connection. Don’t let this deter you, as the cases are rare – but be prepared for how you will respond or how you may need to adapt to minimise disruptions and keep the assessment centre on-track.
Scheduling won’t be anything new to seasoned Group Interviewers. The difference now is you need to be scheduling a few additional factors to make for a smooth day, and engaging applicant experience.
Consider scheduling your day in blocks:
Tip! You will need multiple video conference links and breakout rooms prepared and scheduled for each of these.
Most of our customers have been doing assessment centres for years, but doing them remotely is a different game.
Your best bet is to do a ‘dry run’ with your assessors, even if only to walk through the process, schedule and technology – that way, on the day, there are no surprises!
Last but by no means least, take advantage of technology to do all the heavy lifting for you. Most organisations will have a video conference or collaboration platform which works effectively with multiple ‘rooms’ and large groups. If not, we recommended Zoom, as it has one of the highest video compressions rates ensuring the best possible experience for applicants and assessors. After this, you will need an assessment centre platform, such as LiveInterview, which allows you to manage your remote assessment centres without the need for spreadsheets, hours of admin, and painful calibration discussions.
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.
Watch the video here:
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