Digital innovation continues to enable progress and provide new opportunities for better hiring and developmental decisions. Innovation, coupled with the recent urgency to shift to virtual assessment methods due to Covid-19, has created an Assessment Centre (AC) continuum model incorporating varying degrees of digitisation. These have ranged from moving the traditional model online, to the incorporation of virtual-world simulations. In an increasingly hybrid world where there is a drive for digital but a need for intimacy, this presentation seeks to inspire debate on where the limits should sit on digital integration in the AC process. Research promotes the advantages of technology-enhanced ACs in relation to scalability and cost-effectiveness as well as possibilities for data collection and secure storage. But it also raises questions with regard to challenges to behavioural observation as well as the potential exclusionary factors of computer literacy and technological infrastructure. We propose that to move an AC from ordinary to extraordinary, we need to balance digitisation with a high-touch feel. It is a balancing act between best practice and creativity, where we can engage both the minds and hearts of candidates and assessors to allow for comprehensive observation and data collection.

Tracey Stetka is a Psychometrist with both corporate and consulting experience, as well as in-depth expertise in the assessments field as it relates to employee placement and development. I have a keen interest in understanding people and the impact that talent and assessment practices have across the business. I currently consult with Joint Prosperity, a vibrant people and business consulting company established in 2000. We partner with leadership and organisations to help improve the effectiveness and execution of their strategy by unleashing the power of their businesses through their people.

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