Virtual vs in-person assessment centres: Advantages and disadvantages

Introduction

Virtual assessment centres have witnessed a remarkable rise in recent years, driven initially out of necessity by the global pandemic and resulting lockdowns, and latterly by technological advances and changing work dynamics. As organisations embraced remote work and global talent acquisition, virtual assessment centres emerged as a practical and efficient solution to evaluate candidates from diverse locations. 

Now in 2023, with many employers moving to hybrid working and some returning fully to employees working from the office, is it time to move back to in-person assessment centres, or is there still a place for virtual ones?   

This article aims to provide an in-depth analysis of both approaches' relative advantages and disadvantages, offering valuable insights to HR and Talent Acquisition professionals and assessors.

Understanding virtual and in-person assessment centres

Before diving into the comparison, let's first understand the core concepts of virtual and in-person assessment centres:

Virtual assessment centres utilise digital platforms like Tazio and online tools to conduct candidate evaluations. Participants interact remotely, often through video conferencing, assessment software, and other digital collaboration tools. They enable global participation and the assessment of candidates from different geographical locations.

In-person assessment centres gather candidates in a physical location, typically the company's premises or a dedicated assessment venue. These centres facilitate face-to-face interactions, group exercises, and real-time observations of candidate behaviours.

Advantages of virtual assessment centres

Geographical reach and accessibility

One of the most significant advantages of virtual assessment centres is their ability to reach candidates worldwide without geographical limitations. This global reach expands the talent pool, allowing organisations to tap into diverse skill sets and perspectives from different regions and cultures.

Cost-effectiveness

Virtual assessment centres offer cost savings in terms of travel, accommodation, and venue expenses. Organisations can allocate resources more efficiently, making the hiring process more economical, especially when dealing with large numbers of candidates or international recruitment.

Flexibility and convenience

They provide flexibility to both candidates and assessors. Participants can choose suitable time slots without concerns about travel time or conflicting schedules. This flexibility increases convenience and ensures that candidates can perform at their best during the evaluation.

Enhanced data collection and analytics

Digital assessment tools in virtual centres enable the automated collection and analysis of candidate data, providing HR and assessors with comprehensive insights into each candidate's performance. These data-driven insights facilitate informed decision-making and improve the overall efficiency of the assessment process.

Environmental sustainability

By eliminating the need for travel and physical infrastructure, virtual assessment centres contribute to environmental sustainability by reducing the organisation's carbon footprint. This aligns with the growing focus on corporate social responsibility and sustainability initiatives.

Disadvantages of virtual assessment centres

Technology reliability and accessibility

The success of virtual assessment centres heavily relies on technology. Technical glitches, internet connectivity issues, or software malfunctions can disrupt the evaluation process and create a less-than-optimal experience for both candidates and assessors.

Limited non-verbal cues

In virtual settings, some non-verbal cues and body language may be lost or misinterpreted due to the digital medium. This limitation can hinder accurate assessments of candidates' soft skills and interpersonal abilities.

Potential for cheating

They may present opportunities for candidates to cheat or seek external help, compromising the integrity of the evaluation. Proctoring and monitoring mechanisms can address this concern but may not be foolproof.

Candidate comfort and nervousness

Some candidates may feel uncomfortable or nervous in virtual settings, leading to reduced performance compared to face-to-face interactions. The absence of personal interactions and the feeling of being evaluated through a screen may impact some individuals negatively.

Limited collaboration in group exercises

Group exercises in virtual assessment centres might suffer from reduced collaboration and engagement due to the absence of physical presence. This could affect the accuracy of assessing candidates' team working and leadership skills.

Advantages of in-person assessment centres

Authentic human interaction

In-person assessment centres offer authentic human interactions, allowing assessors to accurately observe candidates' non-verbal cues and behaviours. This more profound insight into candidates' personalities and soft skills can help in making better hiring decisions.

Real-time adaptability

In dynamic group exercises or simulations, in-person assessment centres allow candidates to adapt and respond to real-time changes and challenges. Assessors can gauge how candidates handle unexpected situations, providing a more accurate assessment of their problem-solving abilities.

Enhanced group dynamics

Face-to-face group exercises tend to foster better collaboration and teamwork among candidates, as they can easily read and respond to each other's body language. This synergy leads to a more comprehensive evaluation of how candidates work in a team environment.

Immersive candidate experience

Traditional assessment centres can offer candidates a more immersive experience, giving them a glimpse into the company culture and work environment. When this is a positive experience, it can leave a lasting impression and increase candidates' enthusiasm for joining the organisation.

Hands-on practical assessments

Certain roles require hands-on practical assessments, such as technical tasks or manual activities. In-person assessment centres are better suited for evaluating these skill sets accurately.

Disadvantages of in-person assessment centres

Geographical limitations

Traditional assessment centres may face challenges in attracting candidates from distant locations, especially for global companies or those targeting niche skill sets. This limitation can narrow the talent pool and reduce diversity in the recruitment process.

Higher costs and logistics

In-person assessment centres involve higher costs, including venue rentals, travel, and accommodation expenses for candidates and assessors. Moreover, coordinating logistics for large-scale assessments can be time-consuming and resource-intensive.

Time constraints

Organising in-person assessment centres requires aligning the schedules of candidates, assessors, and support staff, which may lead to delays and difficulties in scheduling.

Potential bias

In-person assessments can be more susceptible to various biases, such as halo/horns effects or similarity bias, which can influence assessors' judgments and affect the overall fairness of the evaluation process.

Conclusion

It's evident that both virtual and in-person assessment centres offer unique advantages and disadvantages for HR, Talent Acquisition professionals, and assessors. Selecting the most suitable approach depends on factors such as the nature of the job role, the organisation's resources, and the level of candidate interaction required. 

As they have rapidly evolved and matured, virtual assessment centres have proven valuable in expanding an organisation's reach, optimising costs, and enhancing data-driven decision-making. For example, today, Tazio's virtual assessment centre platform can host a vast array of assessments, exercises, and tests, enabling employers to evaluate candidates efficiently and exhaustively. 

On the other hand, in-person assessment centres will always offer a more immersive experience and authentic human interaction, as well as facilitate hands-on evaluations. Using technology such as Tazio, assessors can record their observations, score candidates, and take notes, giving them the same ability to compare candidates, make better data-driven decisions and provide personalised and timely feedback as virtual assessment centres.

So, is there still a place for virtual assessment centres? Absolutely. Do in-person assessment centres offer advantages? Without doubt. 

Ultimately, which option is right for you will depend on several factors. If you would like to discuss the options, advantages and disadvantages of virtual and in-person assessment centres, contact one of our experts, or call us on 02922 331 888 and we will be happy to provide further information, advice and support.