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The assessment center (AC) method is commonly employed in personnel selection to evaluate job applicants' social competencies. With the rise of globalization and virtualization in workplaces, virtual ACs offer a feasible way to conduct interpersonal exercises, such as role-play, online. These virtual assessments are poised to play a significant role in personnel selection, potentially altering the need for face-to-face interactions if reliable and valid data on individual competencies can be gathered online. Béatrice Hasler explores the diagnostic value of online role-play as a pre-selection tool, focusing on the quality of assessment data from various media and examining assessor bias and adverse impact in both online and face-to-face settings. She also assesses candidates' acceptance and emotional responses to different assessment formats. The findings suggest that virtual ACs could lower assessment costs while effectively identifying top candidates and predicting their in-person behavior more accurately than random chance. Drawing from theoretical insights on media characteristics and empirical results, the research offers recommendations for HR professionals and organizational psychology researchers. This work marks a foundational step toward validating virtual ACs with interactive web-based exercises and sets the stage for future studies comparing the diagnostic value of different media.
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Virtual assessment center, Be atrice S. Hasler
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- 2009
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