A well-organised and objective-focused assessment day can offer a whole host of benefits for graduate recruitment.
Unlike standardised interview processes, assessment days have the scope to evaluate all aspects of a candidate’s personality, skills, culture fit and potential, so they present graduate employers with a golden opportunity – being able to differentiate between candidates who on paper can seem very similar.
Just as importantly, spending a full day with you will allow candidates to gain much more of an understanding of your company, the opportunity, and what they can expect from the role than they ever would have done in a standard one-on-one graduate interview.
What’s more, if the day has been planned in advance, is well-executed, and includes a variety of activities and exercises, candidates will be likely to take home a positive view of your employer brand – regardless of whether or not they are successful.
Last year, Give a Grad a Go ran our own assessment day (which we decided to call an ‘Interview Workshop’), to promote teamwork and see how candidates worked together.
We wanted to ascertain how candidates would take to phone work, pitching and shortlisting, so the exercises we put together looked to assess both practical skills and behavioural traits.
Before the day itself, we sat down to pinpoint exactly what we were looking for in the ideal candidate, and then planned out, trialled and tested our exercises ready for the workshop.
Many members of our team were involved in different aspects of putting together and running the day, with a few taking seats on our interview panel.
Give a Grad a Go is a big believer in the value of assessment days for graduate recruitment, and especially the scope they provide for employers to evaluate different aspects of candidates’ skills and personality traits.
If you are planning to run your own assessment day, creating and sticking to a structured timeline is the best place to start.