Virtual assessment centres (VACs) have become an integral component of modern recruitment processes, particularly within graduate programmes and high-volume hiring initiatives. They enable employers to evaluate candidates’ skills, competencies, and cultural alignment in a structured and fully remote environment.
Candidates who progress to a virtual assessment centre will typically have already completed at least one stage of video interviewing and should therefore be familiar with presenting themselves effectively on screen.
However, for those who are less familiar with the format of a virtual assessment centre within Pharma Sales, or who would like a clearer understanding of what such assessments involve, we have compiled a practical guide incorporating key preparation tips and industry insights.
What’s involved in a Virtual Assessment Centre?
A virtual assessment centre typically lasts a few hours to a full day and includes various exercises designed to test different skills. Common activities include:
Online Group Exercises
Candidates work together on a task, such as a case study or problem-solving exercise.
Assessors evaluate teamwork, communication, leadership, and problem-solving skills.
Role-Playing Exercises
Candidates engage in simulated workplace scenarios (e.g., handling a difficult customer or negotiating a deal).
Tests communication, decision-making, and conflict resolution abilities.
Situational Judgment Tests (SJTs)
Multiple-choice tests that assess how candidates would respond to work-related situations.
Evaluates judgment, problem-solving, and decision-making skills.
Presentations
Candidates are given a topic and time to prepare a presentation.
Assesses communication skills, analytical thinking, and confidence.
Individual Case Studies
Candidates analyse a business scenario and provide solutions.
Tests critical thinking, commercial awareness, and strategic planning.
Psychometric Tests
Includes numerical, verbal, logical reasoning, and personality tests.
Helps assess cognitive ability and personality fit for the role.
Virtual Interviews
One-on-one or panel interviews with HR and hiring managers.
Questions focus on competency-based, behavioural, and situational topics.
Give thought to how and where you begin your assessment
As with any virtual interview you need to ensure you have the correct set up.
- Pick a quiet spot in your house away from distractions with an uncluttered and visually appealing background.
- If possible, face towards natural lighting and try to avoid having a window behind you during daylight hours.
- Keep your laptop or phone screen at eye level – this may involve raising up your screen.
- Test your camera, microphone and speaker before the start.
- Keep any key company notes or sales figures to hand.
- If you’re using a piece of software that’s new to you (Zoom, Microsoft Teams, etc.) ensure it has been downloaded ahead of your call and that you’ve signed in / made an account if required.
Virtual Assessment Centres
Having already successfully guided many candidates through the virtual assessment centre process, we asked our Pharma Sales Consultant, Hannah Hall, for her advice on how to ace one:
“Candidates will still be expected to perform a sales role play – but in this instance it’ll be done virtually,” states Hannah. “When it comes to this part of the assessment centre, it’s really important to remember to pause between pieces of speech to ensure you don’t talk over the customer – as can often happen when conversing via video call. This will also offer you a few seconds to digest what’s been said and to prepare your response.”
“On this point, if you know your internet is a bit slow or you’ve been experiencing delays with it, make the assessors aware of this from the get-go so to avoid talking over others or for them to think there’s an awkward silence.”
Presenting Virtually
You’ll also still be expected to present a presentation during your Pharma Sales virtual assessment centre, so it’s key you’ve practiced using ‘screen share’. This is when you allow others on the video call to see what’s on your computer screen, allowing you to share a presentation or document with them.
“It’s important candidates check their Powerpoint is still readable,” says Hannah “as it’s slightly smaller via screen share than when viewing it on a normal screen. They should also be aware that slides can sometimes get stuck, so check these have actually turned before you start discussing what’s on it.”
Hannah’s top tip for presenting via screen share; double check any audio files or videos work beforehand as not all screen shares allow for these to play – and you don’t want to get caught out during your interview!
Competency Based Interviews
One of the main differences between a virtual assessment centre and one in person is the ability to showcase your brag file. Hannah suggests offering to share your screen instead. This may involve uploading relevant documents from your brag file to your computer first and creating a well-presented digital version of your achievements.
Although you may be used to doing so at other interviews, don’t walk around your room whilst answering questions or presenting. Not only can this impact the sound quality, but it will also distract attention from anything else on the screen you’re trying to talk the interviewers through.
Looking for a new role within Life Sciences?
We will fully prepare you for each stage of the recruitment process – from applying, to accepting an offer. We provide guidance and support with CV advice, interview tips and insider knowledge to give you more confidence about the workplace you’re entering and what the culture is like. We can also give you access to jobs that are confidentially advertised or not yet posted on the internet. With more options to apply to, you have a better chance of receiving the job offer you’re looking for.
You can check out all the current vacancies we have available or submit your CV and one of our consultants will be in touch!
