Our world is constantly evolving through the role and use of technology, and assessing candidates is no exception. In an age where there is a multitude of technology to help design your assessment process, making the right decision can be overwhelming. We need to ensure we strike a balance between the level of technology, while still connecting with candidates on a human level. The tools and technology at your disposal should provide the analytics you need to make the right people decisions.
At a recent breakfast event, in partnership with Sova, we heard from CEO and Founder, Alan Bourne, who shared his thoughts and knowledge on some of the challenges the traditional assessment process faces, specifically around the candidate experience.
Take a look at the full presentation below and discover more on how to revamp your approach to the assessment process.
There is a stigma that assessments are stressful, boring and time-consuming, but creating a seamless, end-to-end assessment process for candidates can maintain their interest and keep them engaged, making it part of the experience of attracting and engaging with candidates. Alan pointed out that candidates tend to drop out as the stages progress in an application, mainly due to boredom or a lack of feedback.
The solution to this avoidable problem is taking a “whole-person” view, meaning you are able to gather more information on a candidate, while asking less questions. The whole-person approach has been shown to be more inclusive, allowing you to build a more diverse team, while providing a better experience for candidates.
“Rather than being something that you have to do, assessments can be something which are engaging and part of the experience of attracting that candidate.
While there is a range of technology available to help assess candidates, how these integrate with each other and allow you to analyse the data is key. Having access to data from across the whole talent lifecycle, in one place, can help you better understand the candidate and identify the best people for the role, in a fair and ethical way.
Alan noted that there are a few ways in which artificial intelligence is going to have a beneficial effect on recruitment by increasing efficiency, further driving productivity in the workplace.
The Fourth Industrial Revolution
The Fourth Industrial Revolution relates to the rate at which automation is dominating our culture, including how and where we work. With 30% of jobs predicted to disappear by 2025, times are changing rapidly. As more and more tasks are being automated, we are seeing some jobs change dramatically or even disappear altogether. Conversely, as new technologies emerge, we are seeing the creation of new jobs which require a new set of skills that we will need to assess for.
This disruption means recruitment teams need to stay aware of these changes and be aware in advance of where the trends are. This disruption means recruitment teams need to be aware of the trends, and be prepared for the impact of these changes.
For more information about Sova and the assessment platform they offer, take a read of their recent whitepaper which details the evolution of assessments, the role of HR, how to measure their effectiveness & so much more. A truly insightful, in-depth overview of all things assessment-related – and definitely worth the read! Click the link below to view.
Our talent assessments provide a future-focused view of people and potential, for recruitment and development, at every career stage, at every level. We’ve drawn on the best of science and the best of technology to offer a seamless assessment solution that is personalised, fair, and affordable.