If you're considering refining your hiring process, an assessment centre could be the key to finding top performers. Particularly in industries like pharma, where specific skills and competencies are essential, assessment centres offer a structured, fair, and effective way of identifying the best candidates.
This guide will walk you through the essentials of setting up an assessment centre, explain why implementing one can benefit your organisation, and provide useful tips for success.
An assessment centre is a set location for a formal process used during recruitment to evaluate candidates' suitability for specific roles. Best practice is to conduct assessments in a face-to-face setting, although virtual assessments are also common. It involves a combination of exercises, including case studies, role-plays, interviews, and competency-based evaluations. Over the course of a day, candidates are assessed on multiple dimensions, such as problem-solving ability, communication skills, and cultural fit, through job-specific scenarios.
One of the main benefits of assessment centres is their predictive validity. Simulating job-relevant tasks allows hiring managers to evaluate how candidates might perform in real-world situations, significantly improving the chances of finding a high-performing hire.
Using evidence-based methods to assess candidates has a host of benefits, particularly in industries like pharma, where hiring decisions can have a significant impact on business performance. According to industry insights:
Enhanced productivity
Assessment centres ensure you recruit individuals whose performance levels align with job expectations. They reduce the risk of hiring mistakes by focusing on role-specific competencies.
Improved employer branding
A well-designed and professional assessment centre projects a positive image of your organisation, showcasing fairness, thoroughness, and commitment to quality recruitment. This makes your company more attractive to the best candidates and means that even candidates who are not selected have a good experience.
Data-driven decisions
Rather than relying on CVs, psychometrics or unstructured interviews, assessment centres provide measurable, structured data to guide hiring decisions.
Reduced turnover
By hiring candidates whose skills, values, and competencies align with the company’s needs, the likelihood of turnover decreases, saving time and resources in the long run.
When building an effective assessment centre, there are several factors to keep in mind:
Start with a clear understanding of the role you're hiring for. Build a competency framework that identifies the skills, knowledge, and behaviours required for success. For example, in a pharma sales role, competencies like communication, resilience, and strategic thinking may be critical.
The exercises should closely mirror tasks the candidate will face in the role. Typically, assessment centres include three main types of tasks:
Case studies: For roles involving data analysis or decision-making, provide a realistic scenario (e.g., analysing a mock client account) and ask candidates to present their recommendations.
Role-plays: Simulate customer interactions or cross-functional collaborations to evaluate behavioural and situational competencies.
Reflective tasks: Use competency-based interview questions to assess self-awareness and past experiences relevant to the role.
Ensure that your assessors are trained in observation and evaluation. Following a structured assessment method, such as the ORCE (Observe, Record, Classify, Evaluate) technique, can mitigate unconscious bias and ensure consistency in scoring.
Assessment centres can be intimidating for candidates. To portray your company as an employer of choice, consider:
To make the most of the insights from your assessment centre, adopt a scoring system that weights competencies appropriately. Scores should be standardised across all candidates to ensure a fair and effective process.
Here’s a step-by-step guide to streamline the setup process:
Planning the framework
Assessors and training
Day logistics
Communication
Execution and feedback
Data integration
Tailor exercises to the role: Generic exercises can lack relevance, which impacts their validity. Always ensure tasks closely relate to real-world scenarios tied to the available position.
Limit bias: Train assessors to identify and mitigate unconscious biases, ensuring fair evaluations.
Don’t overwhelm candidates: Avoid the temptation to cram as many tasks as possible into one day. Use breaks and positivity to lighten the mood and encourage optimal performance.
Provide feedback: Constructive and detailed feedback is a win-win. It shows respect for candidates’ efforts and promotes a positive view of your company, even for those not selected.
Assessment centres don’t just evaluate candidates; they reflect your organisation’s values and reputation. Done right, they lead to better hires, stronger teams, and long-term success.
Following the steps outlined above will make your hiring process efficient and create a lasting, positive impression.
Need advice on your recruitment strategy? Contact CHASE for expert guidance and support tailored to your needs.
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