The success stories of most of the MNCs will have some little heroes whose tremendous efforts and calibre essentially worth the company’s growth. So hiring such young talents is always a huge responsibility of the HR practitioners. With many critical decisions, they have to select the most desired employees to the firm. They must identify the breach between talent and capability and what are the wise approaches to talent selection and expansion. With the finest use of the offered resources if you are able to do the employee selection, then that will be a great asset to your career. The virtual assessment centres will be always a trusted supporter in the above procedure. Most of the multinational companies are executed this method and found to be effective in employee selection.

In the virtual assessment centres, the candidates have to respond to the various information and issues regarding the work culture. Those will be offered in different forms like graphs, e-mails, credentials, charts and voice mail etc. The assessment centres will replicate a virtual desktop situation that enables one to offer highly act leaning and interactive virtual exercises which helps in the assortment and training of the candidates. The success rate of the employee on the specific area can be determined, once they finish the tasks. The drawbacks of the traditional way of recruiting can be replaced by virtual assessment centres.

Why should you think about an assessment centre?

To evaluate the full array of knowledge, skills and competencies of a candidate the assessment centres will help you. A group of trained assessors will judge the performance of each candidate under some standardized situation through a common mode of reference. Their accuracy has proven to be more than 60% and considered to be one of the reasonable modes of recruitment. Top rated advantages on assessment centres are given below.

• The better way to save money, time and endeavour

 the majority of training can be administered and the outcome can be verified online, which can reduce the time needed for any physical interventions for assessments.

• A fair deal is ensured

Without any fault of favouritism, the tests are carried out. The age, race, gender and religion won’t matter at all in any of the steps involved. All are treated equally.

• Promoting fair chances

Unlike normal recruitment tests, using a pen and paper, these assessment centres always focus on job oriented skill testing. The most desirable candidate is treated fairly in these test modules instead of searching for generic characters.

• They give out an immense learning skill

These are considered to be a great tool for employee development. The managerial skills of the assessors are enhancing d through this platform. The performance evaluation capacity and observatory skills are nourished with these virtual assessment centres.

• An excellent decision making policy

After every appraisal, the candidates are given with a feedback form in which they will mention about the criterion of selection and their score in each category. Through these appraisals, the candidate can make self-evaluation and find out the areas of weakness. The assessment centres always leave a space for improvement.

• Performance improving feedbacks

Many organizations are using the assessment centres to find out the weak areas of its employees and rearrange their training programs. According to the functionality of different departments, appropriate training programs can be arranged to enhance the overall growth of the company.

Assessment centres -an outlook

You may be wondering what are the different activities conducted in an assessment centre or how they are so special from the normal methods. A swift depiction of the normal procedure is given below.

• The employer will introduce and present his firm to the candidates
• Conduction of some group activities
• Individual tasks
• Personal interview
• Role-play introduction and enlightenment of the selection procedure
• Explanation of the job requirement and expected necessity for a particular role

The usual activities conducted can be of the following format.

• Role-play exercises

Many times the candidates are left with some situations which are more like real-life problems. The way through which he finds the solution to that particular situation or the ability of planning, organizing, communication, etc. were checked during these exercises.

• Personality tests

The personal traits desirable to the specific job are tested through these kinds of exercises. These traits may include self-confidence, perseverance, stress management, etc. The exercises are normally not restricted by time. The average expected time for completion will be given to the candidates. The scores of the candidates are compared with a reference group who have established employers in the same area. As these type of assessments are found to be little expensive, they are incorporated in the higher-level employee selection or training.

• Cognitive ability tests

The critical thinking skills, numerical thinking and analytical reasoning are inevitable in any type of MNC jobs. The first level of filtration can be done through these tests. The ability to perform under pressure is measured while conducting these time-bound exams. Here the ultimate potential of a candidate is measured. But as the job performance is the combination of personality traits and the required field skills, the better results can be expected when the personality tests are combined with the other test modes.

Summarizing,

At present, in partnership with the prevailing performance evaluation methods, people are evaluated on their performance and capability to work in a team with more responsible roles. Many performance appraisal methods are in practice as per the requirement. In the employee selection as well as the training of the existing staffs in an organization can be done through these virtual assessment centres. Even supposing this technique is somewhat on the advanced side in terms of expenditure, a well-conducted assessment centre provides the better estimate of the potential performance, enhances the recruitment system and the current performance of a company helping them out to stay in the frontend.