Assessment events

What are Assessment Events?

Assessment Events use a combination of recruitment methods to evaluate candidates in a thorough and well-rounded way.

These might include

• work simulations,
• skills demonstrations,
• structured interviews, and
• work samples.

They are often conducted over a short period, such as a one-day event. These methods can also asses multiple candidates at the same time, making it an efficient approach to recruitment.

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By combining various assessment methods, employers can gain a deeper understanding of a candidate’s skills, work style, and overall suitability for the role. This approach can help improve the quality of hiring decisions, identify hidden potential, and reduce bias.

This type of assessment method is being used more and more by companies to recruit many people into a company at once, many with disability, and to directly make the recruitment process more inclusive.

Lou an employer shared,

“Another way is to run Assessment Events online using dedicated software or Teams/Zoom. Makes the whole process so much more inclusive for everyone.”

Here Sun Pork shares how they used a Combination of Methods to recruit several staff into their organisation using a neuro-inclusive recruitment event.

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What are Assessment Events used to assess?

Assessment events are a comprehensive method to evaluate candidate’s skills and attributes.

This approach is particularly effective for neurodivergent jobseekers and individuals with disabilities, as it reduces reliance on quick judgments of social and communication skills. Instead, it offers candidates time and multiple opportunities to demonstrate their abilities.

By focusing on a candidate’s strengths and allowing them to perform in different scenarios, assessment events create a fairer process that highlights skills that may be overlooked in conventional recruitment methods.

Some attributes that assessment events can evaluate include:

Job-specific technical skills

• Evaluates candidates ‘ability to use tools, systems, or techniques directly related to the role.
• Example: Candidates might complete a task such as creating a financial model in Excel or coding a small application in Python during a timed exercise.

Problem-solving and critical thinking

• Tests the ability to analyse situations, identify challenges, and come up with solutions.
• Example: Candidates could be presented with a case study where they must devise a solution to optimise a company’s supply chain.

Communication skills

• Assesses the ability to convey ideas clearly and effectively, both verbally and in writing.
• Example: Candidates may deliver a brief presentation on a given topic or draft a mock press release.

Teamwork and collaboration

• Measures the ability to work well with others
• Example: Candidates might participate in a group exercise to design a prototype, requiring collaboration and joint decision-making.

Leadership and initiative

• Evaluates a candidate’s ability   to take ownership of tasks or projects.
• Example: A candidate might be asked to lead a small team in a simulated business challenge, such as launching a new product.

Time management and organisation

• Gauges how well candidates prioritise tasks and meet deadlines efficiently.
• Example: Candidates could organise and execute a series of tasks within a time limit, such as planning and budgeting an event.

Adaptability and resilience

• Tests the capacity to handle unexpected changes or setbacks.
• Example: Candidates might respond to a surprise twist in a role-play scenario, such as dealing with a sudden shift in project requirements.

Emotional intelligence (EQ)

• Measures the ability to navigate interpersonal relationships with empathy and self-awareness.
• Example: Candidates could role-play a conflict resolution scenario, demonstrating their ability to mediate and build rapport.

Attention to detail

• Evaluates the precision and accuracy of a candidate’s work, particularly for roles requiring attention to detail.
• Example: Candidates might review and proofread a detailed document to identify errors or inconsistencies.

Work organisation and style

• Assesses how candidates’ structure, plan, and present their work.
• Example: Candidates might be asked to present a portfolio or organise a mock project plan.

Consistency

• Examines the ability to maintain high standards across tasks or projects.
• Example: Candidates might perform repeated trials of a task, such as assembling a product prototype, to demonstrate consistency.

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Considerations for planning Assessment Events

When planning to use assessment events in your recruitment process, consider the following to ensure they are effective and inclusive.

Benefits

• Comprehensive skill evaluation: Assessment events allow candidates to demonstrate skills, including technical skills and interpersonal skills, and problem-solving capabilities, in an inclusive and supportive environment. Research indicates that structured assessment methods with multiple approaches are more effective at uncovering hidden talents, particularly for neurodivergent individuals. For example, a candidate with ADHD may excel in dynamic tasks, such as brainstorming solutions to a real-world problem during a timed exercise.
• Reducing biases: Using varied assessment tools reduces reliance on traditional methods, such as interviews, which often prioritise verbal communication and social skills that may disadvantage neurodivergent candidates. Research by the National Autistic Society highlights that traditional interviews often create barriers for autistic jobseekers due to the emphasis on quick responses and eye contact. For example, autistic candidates might excel in a work simulation that evaluates pattern recognition, such as analysing data sets or testing software.
• Being inclusive: Assessment events can be adapted to include a vast number of accommodations, such as assistive technology, extended timeframes, or alternative communication methods, to ensure neurodivergent candidates have equal opportunities. A candidate with dyslexia might use text-to-speech tools to complete a task, demonstrating their ability to adapt and perform effectively when supported by appropriate resources.
• Efficient for high-volume recruitment: These events allow employers to assess multiple candidates at once, making them ideal for roles requiring large intakes. They also offer neurodivergent candidates a chance to engage in activities that can better reflect their strengths.
• Enhanced candidate experience: Providing a variety of tasks tailored to different skills gives candidates the opportunity to shine in ways traditional recruitment does not. For neurodivergent candidates, this means tasks can be more reflective of their actual potential and abilities, creating a fairer and more positive experience.

Considerations and solutions

• Resourcing: Assessment events require significant time and resources to plan, coordinate, and execute effectively.
  • Solution: Leverage technology, such as online assessment platforms, and create reusable frameworks for future events to reduce preparation time and costs. Additionally, consult experts in neurodiversity to ensure the design is inclusive and minimises barriers.
• Candidate overwhelm: Neurodivergent candidates, such as autistic individuals or those with anxiety, may find the comprehensive nature of these events overwhelming, potentially affecting their performance. Long waiting periods or poorly managed schedules can exacerbate this.
  • Solution: Provide candidates with clear, detailed information about the event, including a schedule and task descriptions. Offer accommodations, such as sensory-friendly spaces or flexible task formats, to create a comfortable environment.
• Time management: Poor scheduling can lead to long gaps between tasks, which can disrupt momentum and disengage candidates. This is particularly problematic for candidates with ADHD, who may struggle with prolonged inactivity.
  • Solution: Design events with structured and balanced schedules, ensuring appropriate breaks while maintaining a consistent flow. Activities should build on each other to sustain engagement and energy levels.

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What Assessment Events are suited for

• Attributes showcased: Assessment events can highlight a combination of technical skills, interpersonal abilities, problem-solving, and adaptability. They can provide a comprehensive evaluation of candidates, enabling employers to identify strengths that might be overlooked in traditional recruitment methods. These events can be particularly inclusive, offering candidates, including those who are neurodivergent, the opportunity to demonstrate their skills in a supportive environment. Additionally, they help assess teamwork, leadership potential, and resilience in real-world scenarios, ensuring a well-rounded evaluation.
• Roles and industries: Assessment events are ideal for industries that require a mix of technical and interpersonal skills. These include technology, healthcare, finance, and consulting, where tasks often involve problem-solving, collaboration, and communication. They are also valuable for sectors facing staff shortages, such as hospitality, agriculture, and customer service, allowing for efficient large-scale evaluations. For roles that involve complex problem-solving and teamwork, such as project management, logistics, and sales, assessment events provide candidates the platform to showcase their potential through real-world simulations and group exercises.

Example case study: Sun Pork

Sun Pork, recognising that “Traditional recruitment practices such as job interviews can cause distress and are poorly suited to otherwise capable employees,” partnered with Autism CRC to launch the “Autism and Agriculture: Diverse People, Exceptional Care” initiative. Developed in collaboration with Autism SA, this initiative aimed to overhaul the standard recruitment process to better accommodate neurodivergent individuals. It began with an Expression of Interest that asked candidates to submit a one-page profile, providing insights into their personal backgrounds and motivations for working in the agricultural industry. This format was designed to allow candidates to present themselves in a narrative form, a method more conducive to their expressive capabilities. Selected candidates were then invited to participate in a tailored assessment event, which included various practical tasks such as manoeuvring around fences, injecting oranges, and completing data entry activities. These tasks were carefully chosen to mirror actual job duties at Sun Pork, allowing candidates to demonstrate their skills in a supportive and inclusive environment.

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Conducting neuro-inclusive Assessment Events

Assessment events offer a unique opportunity to evaluate candidates comprehensively, but to ensure inclusivity for neurodivergent individuals, it’s essential to tailor both in-person and virtual settings. This guide outlines strategies for creating neuro-inclusive assessment events, fostering a fair and equitable recruitment experience, enabling all participants to demonstrate they potential for the role.

Pre-assessment preparation

Preparing for an assessment event is essential to creating an inclusive and supportive environment, particularly for neurodivergent candidates. Clear communication, appropriate training, and thoughtful accommodations ensure all candidates can approach the event with confidence and perform to the best of their abilities.

Neuro-inclusive strategies

• Neurodivergent awareness training: Ensure all assessors involved in the assessment event process understand common neurodivergent characteristics and how these may present in the event context. This training reduces unconscious bias and equips assessors to support candidates effectively, helping them showcase their true potential.
• Agenda and task descriptions: Clearly outline the sequence of activities, including breaks and task requirements, so candidates can prepare mentally and logistically. Also include information about the number of participants.
  • In-person example: Provide a printed or digital agenda with visuals like maps and room layouts to guide candidates through the event, and how many people there will be.
  • Virtual example: Share a detailed schedule that includes expectations for camera use, task formats, and instructions on how to ask for assistance during the event.
• Detailed event information: Providing comprehensive details about the event reduces anxiety and ensures candidates feel prepared. Include specifics about schedules, formats, and expectations.
  • In-person example: A candidate receives an email containing:
    • Event schedule: Start and end times, with a breakdown of activities and scheduled breaks.
    • Access details: Location, parking options, public transport routes, and signing-in procedures.
    • Venue information: Description of sensory details such as noise levels, lighting, and breakout spaces for quiet time.
    • Assessors details: Names, roles, and (if possible) photographs of assessors or facilitators.
    • Dress code: Recommendations for attire, specifying whether formal or casual dress is expected.
    • Documents to bring: Identification, resumes, or portfolios.
    • Key contact information: A contact person candidates can reach for support or questions before and during the event.
    • Visual aids: such as maps, photos of the venue, and step-by-step directions can support access and inclusion.
  • Virtual example: A candidate receives an email containing:
    • A link to the virtual platform and instructions on testing access in advance.
    • Clear guidance on how to use features like breakout rooms, chat functions, or screen sharing.
    • The schedule for the event, including times and types of tasks.
    • Information on camera use, such as, “You may turn your camera off during the group discussion if preferred.”
    • A contact number or email for technical support during the session.
• Access guide: Provide a detailed access guide to help candidates familiarise themselves with the space and feel comfortable navigating the environment.
  • In-person example: Include photographs of the venue and highlight sensory elements such as noise levels, lighting, and smells. Note any potentially distracting or high-stimuli areas, such as kitchens or nearby machinery.
    • Clearly identify accessibility features, including:
    • Entrances: Highlight ramps, lifts, and railings.
    • Accessible Routes: Mark pathways to key areas, such as the assessment room and restrooms.
    • Break Space: Specify the location of quiet rooms or designated break spaces and provide step-by-step instructions on how to access them.
  • Virtual example: Include screenshots of the virtual platform interface and instructions on navigating features like chat, breakout rooms, and muting/unmuting microphones.
• Accommodations: Encourage candidates to request accommodations in advance to address any specific needs and ensure equitable participation. Such as flexible timings, assistive technology, extended deadlines, or the presence of a support person.
• Preparation materials: Providing sample tasks, interview questions, or practice materials helps candidates familiarise themselves with the assessment format and reduces stress.
  • In-person example: Share examples of group activities or individual tasks and provide interview questions if relevant.
  • Virtual example: Offer a brief tutorial on navigating the virtual platform and include interview questions where applicable.

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Creating inclusive environments

The environment in which an assessment event takes place plays a significant role in candidate performance. For neurodivergent candidates, sensory distractions, unfamiliar settings, or inaccessible platforms can present additional barriers. By implementing inclusive strategies for both in-person and virtual events, employers can create environments that support all candidates.

Neuro-inclusive strategies

In-person Assessment Events

• Site visit: Allow candidates to visit the location of the event during a quiet time before the event to support familiarity. This reduces anxiety, builds confidence, and helps candidates perform better during the actual assessment.
• Sensory-friendly environments
  • Minimise loud, continuous noise (e.g., humming from coffee machines or projectors).
  • Avoid sudden loud noises, such as doors slamming.
  • Ensure consistent, non-flickering lighting.
  • Avoid strong smells from perfumes, kitchens, or nearby restrooms.
  • Provide simple décor.
  • Offer a range of sensory items, such as stress balls or noise-cancelling headphones, that both assessors and candidates can use.
• Accessible seating and layouts:
  • Arrange adjustable furniture, including chairs and desks, to suit varying needs.
  • Allow candidates to modify seating arrangements to ensure comfort and accessibility.
• Minimised sensory triggers: Put mitigation strategies in pace to manage loud noises, physical touch, sudden interruptions, or visual clutter in the environment.
• Break spaces:
  • Identify a quiet area where candidates can take breaks before or during the event to re-regulate or relax.
  • Share details about this space in advance, including its location and how to access it.
  • Example: “The quiet room is located next to the main assessment hall and will be clearly signposted. You are welcome to use it at any time during the event.”

Virtual Assessment Events

• Platform accessibility: Use platforms that support screen readers, text magnification, and captioning, such as Zoom or Microsoft Teams with built-in accessibility features.
  Example: Enable live captions for candidates with hearing impairments or those who process information better visually.
• Breakout spaces: Set up virtual breakout rooms where candidates can take breaks if needed. Alternatively, schedule short, structured breaks between activities to allow time for re-regulation.
• Quiet and flexible settings:
• Allow candidates to turn off cameras during tasks or discussions if they feel more comfortable without being on video.
• Permit candidates to use chat functions instead of speaking if verbal communication is challenging.

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During the assessment

The assessment itself can present barriers for neurodivergent candidates, such as heightened stress, difficulties interpreting unstructured social interactions, or challenges with abstract or ambiguous questions. By implementing flexibility, clarity, and neuro-inclusive practices, employers can create an environment where all candidates feel supported and can perform to the best of their abilities.

Neuro-inclusive strategies

In-person Assessment Events

• Welcome person: Meet candidates at the door to create a welcoming first impression and reduce initial anxiety. Ensure assessors wear clearly labelled clothing and name tags to help candidates distinguish between assessors and other participants.
• Workplace tour: Begin with a brief tour of the event space, highlighting key areas such as bathrooms, kitchen spaces, breakout areas, and task locations. This helps candidates familiarise themselves with the environment and reduces stress.
• Allow time to get comfortable: Allow candidates time to settle into the environment before starting assessments. Address any potential distractions, such as loud noises, flickering lights, or other sensory triggers, to ensure a comfortable experience.
• Assessment framework: Equip assessors with a checklist focused on predetermined, performance-relevant criteria and job qualifications. Use a robust, objective scoring system to evaluate responses consistently.
• Break out spaces: Remind participants of the breakout spaces, offering a space to re-regulate.
• Direct and clear communication
  • Be mindful of literal interpretations; avoid idiomatic or ambiguous language.
  • Avoid double-barreled questions (e.g., “Tell me about a time you resolved a conflict and worked as part of a team”) that may confuse candidates.
  • Use specific prompts to guide detailed responses.
  • Example: Instead of “How would you handle a team conflict?” rephrase as, “Can you describe a specific time you resolved a disagreement at work?”

Virtual Assessment Events

• Welcome and orientation: Begin with a brief virtual orientation to introduce assessors, explain the format, and provide a virtual tour of the platform’s features, such as breakout rooms, chat functions, and support options.
• Technical support: Assign a tech-support person to assist candidates with connectivity issues or navigation challenges during the event.
• Flexible communication options: Allow candidates to communicate in their preferred format, such as using the chat function instead of speaking or submitting written responses.
• Room acclimatisation: Allow time without expectations to allow candidates to settle into the virtual environment and familiarise themselves with platform tools.
• Reminder of breakout spaces: Direct candidates to virtual breakout rooms, offering a quiet space for re-regulation.

Task flexibility (applicable to both formats)

• Multiple formats: Offer options for completing tasks to accommodate different preferences and strengths, such as written, verbal, or visual responses.
  • Example (in-person): Allow candidates to submit a written solution instead of delivering a verbal explanation during a task.
  • Example (virtual): Permit candidates to record and submit a video response rather than participating live in a group activity.
• Extended time: Remove or extend time limits for tasks, particularly for cognitive or written assessments, to reduce pressure and allow candidates to perform at their best.

Structured interactions (applicable to both formats)

• Clear instructions: Use straightforward, step-by-step language to explain tasks and expectations.
  • Example: Instead of “How would you handle a team conflict?” ask, “Can you describe a specific time you resolved a disagreement at work and explain how you approached it?”
• Supportive facilitation: Train assessors to understand neurodivergent needs and provide immediate assistance or clarification when required.

Inclusive group activities (applicable to both formats)

• Balanced dynamics: Monitor group activities to ensure all participants have equal opportunities to contribute. Assign roles to reduce dominance by any single participant and provide structure to discussions.
  • Example (in-person): During a team-building exercise, assign roles such as facilitator, note-taker, and presenter.
  • Example (virtual): Use breakout rooms to create smaller groups and provide clear guidance on roles and expectations.
• Encourage alternatives: Allow candidates to contribute via written notes, chat functions, or other formats if they find verbal participation challenging.

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Post-assessment practices

The post-assessment phase is an important part in creating a positive candidate experience, especially for neurodivergent individuals. Clear communication, constructive feedback, and opportunities for candidates to provide input ensure the process is successful. By implementing these strategies, employers can foster trust and demonstrate their commitment to inclusivity.

Neuro-inclusive strategies

• Clear timelines for results: Share explicit timelines for when candidates will receive feedback or outcomes.
• Constructive feedback: Provide detailed feedback highlighting strengths and areas for improvement. Avoid vague statements like, “You interviewed well.”
  • Example: “Your analytical approach to solving the case study was excellent, and we appreciated your ability to articulate data-driven solutions. To improve, consider providing more concise explanations in time-sensitive scenarios.”
• Collect feedback: Collect feedback around inclusivity to refine and improve future assessment events.

Examples of neuro-inclusive practices in action

In-person Assessment Event example

Scenario: Recognising that traditional recruitment practices like interviews often disadvantage neurodivergent candidates, a national supermarket chain redesigned its recruitment process to better accommodate neurodivergent individuals and those with diverse needs. The updated approach used a tailored assessment event to evaluate candidates for roles such as stocking shelves and assisting customers.

Actions taken:

• Application process: Instead of a formal resume, candidates submitted a short profile, highlighting their interests, preferred working styles, and motivations for working in the supermarket industry.
• Tailored assessment activities: Selected candidates were invited to an assessment event featuring practical tasks that reflected real job duties, such as:
  • Stocking task: Candidates organised items on shelves using a provided diagram, testing their attention to detail and organisational skills.
  • Customer interaction role-play: Facilitators simulated a straightforward customer query to evaluate communication and problem-solving in a low-pressure setting.
  • Inventory activity: Candidates counted and recorded items from a small stock display, mirroring basic inventory tasks.
• Inclusive practices: The event was conducted during quiet hours to reduce noise and sensory distractions. Task instructions were provided in both written and visual formats, ensuring clarity for all participants. A quiet breakout space was available for candidates to use if they needed a break during the event.

Outcome: These practical, inclusive methods enabled candidates to showcase their abilities directly related to supermarket tasks without the stress of traditional interview formats. The approach improved candidate confidence and highlighted strengths that might have been overlooked in a conventional process.

Virtual Assessment Event example

Scenario: A cybersecurity company recognised that traditional interviews and time-pressured coding tests often excluded neurodivergent talent with exceptional technical skills. To create a more inclusive process, the company designed a virtual assessment event tailored to evaluate candidates for roles such as threat analysis and data security without the stress of conventional recruitment methods.

Actions taken:

• Application process: Candidates were asked to submit a short personal profile outlining their technical interests, problem-solving approaches, and motivations for working in cybersecurity. This replaced traditional cover letters and allowed candidates to express themselves in a format that suited them.
• Tailored virtual assessment activities: Selected candidates participated in a virtual assessment event that included:
  • Simulated threat analysis task: Candidates analysed a sample dataset of network traffic to identify potential security threats. They were given a structured, step-by-step guide to complete the task, ensuring clarity.
  • Problem-solving scenario: Candidates were presented with a real-world case study, such as mitigating a cyberattack on a fictional organisation, and asked to outline their approach in a document or presentation format.
  • Tool familiarisation activity: Candidates explored a cybersecurity simulation tool in a guided session and demonstrated their ability to navigate the platform.
• Inclusive practices:
  • Instructions were provided in multiple formats (written, visual, and video tutorials) to accommodate diverse learning styles.
  • Candidates were allowed to submit responses in their preferred format, such as a recorded video explanation, a written report, or a slide deck presentation.
  • Tasks were broken into smaller, manageable sections with clear transitions and a defined structure to reduce cognitive load.
  • A dedicated technical support contact was available during the event to address connectivity or platform navigation issues.

Outcome: This inclusive virtual assessment event allowed candidates to demonstrate their technical skills and problem-solving abilities in a supportive, flexible environment. By focusing on practical tasks reflective of the cybersecurity role, the company identified talented candidates who excelled in real-world scenarios, many of whom might have been overlooked in a traditional recruitment process.

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Continuous improvement for neuro-inclusive events

• Feedback analysis: Regularly collect feedback from candidates and assessors to identify areas for improvement.
  Staff training: Continuously educate assessors on neurodiversity and inclusion best practices.
  Tool updates: Ensure assessment platforms and materials remain accessible and aligned with the latest inclusivity standards.

By adopting these strategies, employers can create neuro-inclusive assessment events that empower all candidates to do their best.