How do virtual assessment centers work in early careers hiring?

A virtual assessment center is an online selection process that brings together several exercises to assess candidates for a role. It may include interviews, individual tasks, presentations and group activities. Candidates take part remotely, while assessors observe their work and evaluate it against agreed criteria. Assessment centers use multiple activities to gather evidence for selection decisions.

For students and recent graduates, these exercises provide an opportunity to demonstrate abilities they may not yet have used in a professional job. An employer can observe how someone interprets information, explains a recommendation or works through a problem.

What happens during a virtual assessment center?

Candidates receive a schedule explaining when to join, which activities they will complete and how to access the platform. Some tasks involve live conversations. Others give candidates time to work independently before submitting or presenting their response.

A graduate recruitment event might begin with a welcome session, followed by an individual exercise, an interview and a group discussion. Breaks and preparation time form part of the schedule.

The format depends on the role. A customer-facing position may include a simulated conversation, while an analytical role may involve reviewing information and explaining a conclusion.

What exercises can employers use?

Exercises should give candidates an opportunity to perform work relevant to the role. CIPD’s selection guidance recommends choosing assessment methods according to the job and the evidence needed to evaluate suitability.

Examples include:

SHL’s virtual assessment platform, for example, includes simulated inboxes and document collections. Depending on the exercise, candidates may prepare and present recommendations.

How can exercises assess candidates with limited work experience?

An early careers exercise needs to distinguish between the abilities required on entry and knowledge the employer will teach.

For example, a graduate operations candidate could receive a short briefing about delayed customer orders. The task might ask them to identify the most urgent issue and explain what they would do next. All the information needed to respond would be included.

Assessors could then examine whether the candidate identified relevant facts, considered the consequences and explained their reasoning. The exercise would not need to assume previous experience with the employer’s ordering system.

Interviews can also draw on coursework, part-time employment, volunteering and other responsibilities. Candidates need to understand that relevant examples can come from different parts of their lives.

How are candidates scored?

Assessors use criteria established before the event and record evidence from each activity. Training helps them understand what they are assessing and how to apply the scoring approach consistently. CIPD identifies assessor preparation and structured observation and evaluation as important parts of assessment-center design.

In a discussion exercise, for example, useful evidence might include asking a relevant question, explaining an idea clearly or helping the group examine an overlooked issue. Speaking frequently would not, on its own, demonstrate effective teamwork.

After the activities, assessors review the evidence using the agreed decision process.

What preparation do candidates need?

Candidates need practical information about the event:

• The schedule, time zone and expected duration.
• Device, browser, camera and microphone requirements.
• Materials or preparation required in advance.
• Rules on reference materials, AI tools and outside assistance.
• A contact for technical support or accommodation requests.

A practice login can help candidates become familiar with the platform. SHL advises using a laptop or desktop for its virtual assessment exercises because candidates may need to navigate documents and prepare a response.

Employers also need a plan for interruptions. If a connection fails during an exercise, the candidate and assessor should know how to report it and what happens next.

What happens after the assessment?

Candidates should know when to expect a decision and what feedback will be available. Feedback is most useful when it refers to something they demonstrated and explains where they could develop further.

The recruitment team can review completion rates, technical problems and candidate feedback alongside selection results. These observations help identify exercises or instructions that need improvement.

AMS Early Careers and Campus supports employers with assessment and selection as part of their early careers recruitment programs.