Assessment days are becoming an increasingly popular tool for employers to use during the recruitment process, with over one-third of companies now using them as a platform to assist in the selection and shortlisting of candidates.
Finding the right candidate first time is extremely important and in order to achieve this result it’s not only important that the employer is sure that the candidate is suitable, but also that the prospective employee feels that the business and its culture is the right fit for them.
With unemployment rates lower today than at any other time in the last ten years, it’s a candidate’s market when it comes to jobseeking. This means that a businesses recruitment process has had to evolve in order to attract the best talent and is one of the key reasons that assessment days are becoming so popular, as it is increasingly recognised by businesses that the hiring process is no longer a one way street.
Assessment centres are usually intensive, lasting anywhere between one day and one week. Often the process will include several interviews, group tasks, introductions to key personnel and a tour of a companies headquarters. Typically, the process is more transparent than an interview, with the opportunity to get to know fellow candidates, learn about and explore the business and receive more immediate feedback.
Additionally, the extensive process provides a significant opportunity for employers to showcase their brand to an already chosen pool of talent. This is an extremely useful platform for employers with a proactive recruitment strategy. The positive experience enjoyed even by unsuccessful candidates could mean they are not only more likely to spread the word about the employer brand, but are also more susceptable to be tracked and contacted about future employment opportunities should a more suitable role arise in the company.
It is important to remember that the assessment centre or interview is not the only, or necessarily the most important, element of the recruitment process. All employers should have an integrated end-to-end recruitment process which encompasses their brand values at every stage, from the first interaction to the onboarding process – ultimately, by the time a candidate is ready for interview, they should already be impressed with the experience so far within the recruitment process thanks to the continuous interaction they have had with the brand. At Omni, we recognise the value a brand can bring to the recruitment process and just how important it is to the candidate. For this reason, we provide the service of brand guardianship, acting as a trusted partner for all of our clients.
