Assessment centers in the virtual age: validity and fairness in gender and age

Purpose This study focused on integrating digital methodologies in personnel selection processes and explored the psychometric properties of virtual assessment centers as alternatives to traditional ones. We evaluated the validity of a virtual application of an assessment center and its fairness in gender-based evaluations. Design/methodology/approach We collected data from 120 managers at an Italian company undergoing evaluations through an online assessment center. This virtual platform administered tests in English across three exercise phases to gauge competencies such as teamwork, decision-making, execution and assertiveness. The study employed Pearson correlation indexes, principal component analysis, McDonald’s omega, binary logistic regression, MANOVA, chi-square and the 4/5th rule for statistical analyses to assess the validity and gender fairness of the virtual assessment method. Findings The results indicate that virtual assessment centers show promising validity and do not exhibit adverse impacts based on gender or age. This suggests that they are a fair method for evaluating candidates. These results support the potential of digital methodologies to serve effectively in personnel selection processes, offering theoretical and practical implications for future application and research. Originality/value This article contributes novel insights into the evolving field of digital personnel selection processes. By systematically evaluating the validity and gender fairness of virtual assessment centers, the research addresses a significant gap in existing literature, providing a foundational basis for further exploration into virtual assessment methodologies.