How to set up an assessment centre for hiring in the pharma industry

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.

What is an assessment centre?

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.

Why set up an assessment centre?

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.

Key considerations when setting up an assessment centre

When building an effective assessment centre, there are several factors to keep in mind:

1. Define job-specific competencies

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.

2. Design relevant exercises

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.

3. Train assessors

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.

4. Create a positive candidate experience

Assessment centres can be intimidating for candidates. To portray your company as an employer of choice, consider:

• Providing clear, detailed communication before the day by sharing a preparation pack with candidates.
• Ensuring the venue is well-equipped, with comfortable rooms, refreshments, and clear instructions. Allow assessors to come to candidates rather than having them move between rooms.
• Delivering valuable feedback to all participants, whether successful or not. This ensures even unsuccessful candidates leave with a positive impression, which can bolster your employer brand.

5. Use data for decision-making

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.

Stages of setting up an assessment centre

Here’s a step-by-step guide to streamline the setup process:

Planning the framework

• Identify the role's key deliverables and competencies.
• Design exercises that test these competencies multiple times (e.g., a case study, role-play, and reflective task).

Assessors and training

• Select skilled assessors who can objectively evaluate performance.
• Train assessors in frameworks like ORCE to standardise evaluations.

Day logistics

• Choose an appropriate venue equipped with the necessary resources.
• Create a schedule that minimises stress for candidates and assessors alike.

Communication

• Share preparation materials and set expectations for the day.
• Ensure candidates are welcomed warmly and encouraged to perform to their best ability

Execution and feedback

• Observe and record behaviours during each exercise.
• Provide feedback post-assessment to leave unsuccessful candidates with a positive impression and ensure they take learnings from the experience to support their career journeys.

Data integration

• Combine scores from all tasks into a single decision-making framework.
• Review and discuss results collectively before offering the role.

Tips for success

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.

Conclusion

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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