Blended Assessments Explained: Strategies, Features, and Best Practices

As the talent landscape evolves, organisations are increasingly seeking methods that go beyond the traditional approaches to candidate evaluation. One such approach that has gained significant traction is blended assessments. But what exactly are blended assessments, and why are they gaining popularity?

In this article, we break down what blended assessments are, discuss the strategies behind them, their key features, and best practices for effective implementation.

Blended assessments are an integrated approach to candidate evaluation that combines multiple assessment types to gain a comprehensive understanding of a candidate’s abilities, potential, and fit for a role. Unlike traditional assessments that may focus solely on cognitive ability or technical skills, blended assessments leverage a variety of tools, including cognitive tests, situational judgement tests, personality questionnaires, and simulations.

By integrating these different assessment types, organisations can evaluate candidates from various angles, thereby creating a fuller picture of their competencies and potential contributions.

The core strategy behind blended assessments is to maximise predictive validity—that is, to increase the ability of assessments to predict successful job performance.

For example, cognitive ability tests are highly predictive of job performance but might not provide insight into a candidate's personality or cultural fit. On the other hand, personality assessments can help gauge an individual's interpersonal skills or teamwork style but may lack accuracy in predicting problem-solving abilities.

This approach ensures that both the technical skills and the softer, interpersonal competencies are considered, thereby increasing the chances of hiring candidates who will thrive within the organisation.

Blended assessments come with several key features that set them apart from traditional assessment methods. Some of the main features include:

• 1. Multi-Dimensional Evaluation: Blended assessments evaluate multiple aspects of a candidate’s profile, such as cognitive skills, behavioural tendencies, and soft skills. This multi-dimensional approach helps provide a well-rounded perspective of the candidate.
• 2. Realistic Simulations: Many blended assessments incorporate realistic job simulations that provide candidates with a taste of the challenges they might face in the role. These simulations can range from customer interaction scenarios to managerial decision-making challenges, offering both candidates and employers a valuable preview.
• 3. Candidate Engagement: Blended assessments are often designed to be more engaging for candidates compared to standard testing. By including varied and interactive elements, candidates may feel more involved in the process, which can improve their perception of the organisation and overall candidate experience.
• 4. Data-Driven Insights: By combining different assessment formats, blended assessments can generate a wealth of data points that help in making more informed hiring decisions. This data-driven approach enables hiring managers to pinpoint specific strengths and areas of concern for each candidate.

Blended assessments offer several advantages to both employers and candidates.

By leveraging different types of assessments, employers can evaluate both hard and soft skills simultaneously, giving a more accurate picture of how a candidate will perform on the job.

Another significant advantage is fairness and diversity. By utilising a variety of assessment tools, blended assessments can reduce the risk of bias that might occur when relying on a single type of assessment. This is particularly beneficial for improving diversity and inclusion initiatives, as it levels the playing field for candidates from different backgrounds.

Blended assessments also have limitations. The most notable limitation is their complexity, both in terms of design and implementation. Creating a well-balanced blended assessment requires careful consideration of the weighting and interplay between different components. Furthermore, the increased complexity can lead to a longer assessment process, which may deter some candidates if not designed thoughtfully.

Despite their benefits, blended assessments are often overlooked in favour of more traditional approaches, such as unstructured interviews or standalone cognitive tests.

The perceived complexity of implementing blended assessments, along with the additional time and resources required, can also be a deterrent for some organisations.

Another significant advantage is fairness and diversity. By utilising a variety of assessment tools, blended assessments can reduce the risk of bias that might occur when relying on a single type of assessment. This is particularly beneficial for improving diversity and inclusion initiatives, as it levels the playing field for candidates from different backgrounds.

Blended assessments may be overlooked is that their benefits, such as improved predictive accuracy and better cultural fit, can sometimes be harder to quantify in the short term compared to traditional assessments. Organisations that are focused solely on speed or cost-effectiveness may prioritise simpler assessment types, even at the expense of potentially richer insights into candidate suitability.

To maximise the value of blended assessments, organisations should consider the following best practices:

• 1. Align with Role Requirements: The blend of assessments used should reflect the key competencies and skills needed for the specific role. For example, a customer service role may benefit from a blend that includes situational judgement tests and personality questionnaires, while a technical role might include more cognitive assessments..
• 2. Candidate-Friendly Design: Since blended assessments can be longer than traditional methods, it's crucial to ensure that they remain candidate-friendly. This can be achieved by keeping instructions clear, providing realistic time limits, and ensuring that assessments are engaging rather than mon
• 3. Data Integration for Comprehensive Analysis: Make sure the data from each component of the blended assessment is integrated to provide a holistic view of each candidate. Instead of treating each assessment result in isolation, combine the insights to form a unified understanding of a candidate’s strengths and weaknesses.
• 4. Continuous Evaluation and Adjustment: The effectiveness of blended assessments should be continuously monitored. Gather feedback from both candidates and hiring managers, and use this data to refine and optimise the assessment process over time.

Blended assessments are a powerful tool for understanding candidates from multiple perspectives, combining cognitive, behavioural, and situational components to create a well-rounded view of potential hires.

For more information on how to implement blended assessments within your hiring process, or to explore the different types of assessments available, feel free to reach out and book a consultation with our team.