They enable a fair process whereby comparisons between candidates can be more easily made, which in turn increases the accuracy of judgements made.
Standardises evaluation processes
This also allows you to more easily analyse and adapt the way candidates are assessed and improve hiring processes long term.
Speeds up the hiring process
Interviewing can be very time-consuming, liaising with candidates to find suitable dates. Grouping interviews in an assessment day format can help significantly reduce hiring times.
Holding an assessment centre enables employers to carry out multiple stages, in just 1-2 days, reducing the costs associated with the 1st, 2nd and 3rd stage interview processes.
Helps to shape teams
You might find candidates with complementary skills and behaviours, enabling you to form teams, plan ahead and predict future job performance.
Due to the broader variety of selection techniques used in an assessment centre approach, employers can be more assured that they have chosen the right candidates.
Improves candidate experience
Assessment centres can give applicants a deeper insight into the role and company. Successful candidates are therefore able to make more confident decisions on whether to accept the offer.
Builds your brand
A well-organised assessment centre can positively reflect the employer’s brand to candidates. Even those who are not offered a job will still have a good impression of the professionalism of the organisation.
FAQs - assessment centres for recruitment
If you’ve been considering running an assessment centre, it’s firstly important to understand how they work. So, what is an assessment day for a job?
Assessment centre definition:
Designed to assist in the recruitment process, assessment centre days involve group participation of candidates or job applicants in multiple exercises, which are observed by the employer looking to hire, or a team of assessors.
Recruitment assessment days are normally spread over 1 or 2 days, dependent on the number of new hires required, and usually held at the employer’s place of work.
Typical recruitment assessment centre group exercises include group tasks, role play, case studies, interviews, presentations, psychometric assessments, and aptitude tests.
- The fair comparison process helps to minimise subjectivity.
- Opportunities to shape teams based on assessment centre attendees and how they perform together.
- Standardises the evaluation process, meaning you can more easily analyse and adapt the way you assess candidates, so you can continue to improve hiring processes.
- More accurate hiring due to more different interview and assessment techniques being used.
- Speeds up the hiring process allowing employers to see all applicants in one day rather than spread over weeks of interviews.
- A better candidate experience can mean they are able to make more informed decisions on whether the role and company are right for them, thus fewer costly mistakes made from hiring the wrong people.
- Reduces costs because we all know time is money. If you’re saving time, you’re also saving money.
- Positive brand building can be a benefit, with exposure to more candidates they’ll see how well organised the company is.
Whilst this helps in understanding the purpose of assessment centres, employers’ reasons for using assessment centres as a recruitment tool will differ.
Assessment centres in recruitment are a fantastic way to fully assess and explore the range and calibre of candidates we have to offer – which is why we use them for our own internal hiring at Give a Grad a Go.
Tailored to each client, our assessment centres can be a cohesive collaboration between you and us; or fully managed from start to finish by us. We build your personal assessment centre plan to suit your needs.
Not only does our unique flexibility set us apart from other assessment centre companies, but our excellent quality candidates make us the better option. 84% of our candidates have achieved either a 1st, .2.1, or master’s degree at university.
So, if you’ve been considering the option of an assessment centre for recruitment, then look no further!
We have flexible pricing options for both the assessment centres we run as well as the assessment centres we help support you with providing candidates. This can either be worked out on a cost-per-hire basis, or we can charge a flat rate fee for holding the assessment day(s).
Please get in touch with one of our Client Service Specialists to discuss the best option for you.
Candidates have been hired in every assessment centre we have organised for our clients, and so our success rate is 100%. On average our assessment centres have a hire rate of 30%, with our most recent assessment centre seeing a successful hire rate of 80%.
This means that with an assessment centre attendance of 10 people, on average 3 people are hired every time and sometimes up to 8 people are hired.
This depends entirely on the company holding the assessment centre, and can often be influenced by the sector the company is in. It is recommended though that employers try to make it clear to attendees what their expected dress code requirements are.
Many companies will try to reflect their own corporate dress code, for instance in a creative startup agency which has a casual dress policy, they might communicate to candidates that a smart/casual dress code is sufficient for the assessment day. Whereas in a client-facing finance role, they might expect candidates to attend wearing a suit.
At Give a Grad a Go, we would communicate this to candidates so that you don’t have to.