At Talenscio, we often encounter this question from clients operating across both sides of the Atlantic. The answer lies in the distinct recruitment cultures and evolving trends within each region.
In the UK, assessment centres have long been integral to graduate recruitment, especially among large employers. These centres provide a comprehensive platform to evaluate candidates through group exercises, case studies, presentations, and psychometric tests. This structured approach aligns with the UK’s emphasis on standardised and equitable hiring processes, particularly for high-volume graduate intakes.
Recent data indicates that more than half of the UK’s top employers continue to use fully virtual assessment centres at the final selection stage, while others have returned to in-person or hybrid formats, depending on the roles being assessed. (warwick.ac.uk)
Conversely, the US has traditionally leaned towards more individualised and flexible hiring practices. While assessment centres were pioneered in the US during the 1950s by companies like AT&T, their adoption has been limited in early career recruitment. Factors such as decentralised hiring processes, a preference for rapid decision-making, and a focus on individual interviews have contributed to this trend.
However, the recruitment landscape is evolving globally:
Skills-Based Hiring: Both UK and US employers are shifting focus from academic credentials to specific hard and soft skills. In the UK, 54% of employers are planning to shift to a skills-based hiring process rather than focus on jobseekers’ education or past work experience. (peoplemanagement.co.uk) In the US, 64.8% of employers reported that they use skills-based hiring practices for new entry-level hires. (naceweb.org)
Technology Integration: The rise of AI and gamified assessments is transforming traditional recruitment methods. These tools offer scalable and engaging ways to assess candidate competencies.
Candidate Experience: There’s a growing emphasis on enhancing the candidate experience, with companies seeking to balance efficiency with personal interaction. This includes integrating live interviews to validate candidates’ abilities and curb potential biases.
While the UK may continue to refine its use of assessment centres, incorporating technological advancements and focusing on candidate experience, the US might see a gradual increase in structured assessments, especially as organisations seek more predictive and equitable hiring methods.
At Talenscio, we are committed to staying at the forefront of these developments, ensuring our clients are equipped with the most effective and fair recruitment strategies.
