We had a webinar titled The ACDC Playbook on March 14. In this webinar, covered the latest Virtual Assessment and Development center trends. It also covered some industry practices to help you reimagine your assessment process: 1. Virtual and face-to-face Assessment Centers - Hits & Misses 2. Best practices in configuring and running Virtual Assessment Centers 3. Concept of Hybrid Assessment Centers 4. Development Center to a Development Journey - creating sustained development Tanvi Chaturvedi, Business & Social Psychologist at Jombay and Sujata Kapoor, Sr. Principal Consultant at Jombay replied to the queries asked during the webinar.

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The ACDC Playbook Webinar | Q&A
Q. How do you evaluate the learning journey, post the results of the VAC?
A. We look at it from both adoption and impact(ROI) perspective.
Q. Can the simulations be customized to a company's context or are these fairly
standard?
A. These are designed to be industry agnostic to capture and individuals most natural
responses to situations.
Q. How can we ensure confidentiality in virtual assessments? Also how to ensure
fairness of the system & employee's trust in it?
A. VAC platforms follow strict data protection guidelines. It is same as Traditional
Assessment Center. Who will get access to the data gets determined prior to the
deployment of the intervention. Systems are fair as technology drives it. Employees trust
is gained through sensitization sessions. Also, reckon we spoke of data points where
participants perceived VAC to be more transparent, fair. Since everyone gets a level
playing field - trust is built.
Q. Why would candidate feel that interviewer is biased if they are making notes in front
of him while taking the interview?
A. Biases don't come from making notes. They are intrinsic. Perception is humans come
with biases. It's a perception not that it is bound to happen and making notes in front of
them - participants tend to find it unnerving.
Q. How do you run In-Basket simulation virtually? Are the results effective?
A. Yes, we have an online simulation on the Inbasket and the results are effective. The
participant has a series of e-mails that he responds to and the scores are mapped to
competencies based on the actions taken.

2. Q. I come from a not so matured org where some functions have competencies (by
competencies I mean "Competency models"), while some don't; how does the
diagnostic gauge the behavioral traits near to accurate?
A. We help companies to identify the relevant behaviors and conduct a diagnostic
study. Reckon, the contextual study is imperative.
Q. Does the client recommend the competencies to be evaluated or would you be
able to help identify the relevant competencies and then validate which
exercises/tools best test for those competencies?
A. We work with both possibilities. If the client has a framework we use that, else basis
the role and level we also suggest relevant competencies.
Q. How does Raven's Progressive Matrices helps measure Interpersonal Sensitivity
and one's Passion as Raven's PM measures one's intelligence?
A. Passion was not mapped to Raven's. Raven's measures intelligence as well as
learning ability of an individual. the way the definitions were defined by the client, it
has a component of dealing with ambiguous information and intelligence.. quick
thinking. While these behaviors look purely behavior, the client competencies had a
heavy thought component to it. Also, there are enough research concepts that debate
Raven's to be a test of intelligence or 'g'.
Q. Is it possible to conduct GDs and Role Plays in a virtual environment?
A. No, these are conducted through the assessor. A Hybrid VAC model comes into the
picture in this scenario.
Q. Is the app customizable in the sense, if we want the manager to rate the team on
our values as a part of competencies? Is it possible?
A. Yes that is possible
Q. Do the activities in the IDEV app change as per changing competency frameworks
of each company or they are a fixed set of activities?
A. Yes they do change as per the competency framework and the level of the
participant
Q. Does that mean that the VAC and the consequent development journeys come as
a seamless package?
A. Yes, they were designed to be a seamless package t arrive at a logical conclusion in
an employees growth journey.

3. Q. Some more details on Hybrid, please. How does Jombay engage in non-virtual
set-up?
A. We engage either in face-to-face or remote. depends on client context. other details
in the presentation.
Q. What is the main difference between experiential assessment and situational
assessment?
A. Experiential simulation virtually creates a situation for a user and all actions and
dynamic decisions need to be taken by the user in the context of the situation. While
in a situational judgement test, mutually discrete situations are presented in a
question and answer format.
Q. Whereas the ACDC is to some extent a diagnostic activity, the real part is what
happens afterwards. As external consultants how do you ensure that the exercise is
taken to its logical conclusion?
A. Most often IDP's and development fails because of a lack of ownership within the
organization. t is not clearly defined who owns a candidates IDP, the individual
himself, his Manager or HR. It becomes extremely difficult for HR to track these IDP's
too. Jombay has therefore taken the accountability to own an individual's IDP, draft a
learning journey, keep the manager involved and provide the necessary analytics to
HR.
Q. Traits are what is intrinsic to a particular person and behaviours are the external
manifestation of the traits. So are we measuring only behaviours or are the
participant's traits also being measured, since doing that may be more relevant as
that's really part of her DNA.
A. Different tools are used to measure both Traits and Behavior
For any other queries, please feel free to out to Tanvi at tanvi@jombay.com or
Sujata on sujata@jombay.com