Remaking Assessments in the Digital World
Alan Borne, CEO and Founder at Sova, highlighted some of the main challenges surrounding candidate engagement and the assessment process.
Our world is being immensely changed by the role of technology, and with it there are new demands of candidates. It is possible to have an assessment process that leverages the opportunities around technology; one which knows what it needs to be assessing, and how. While technology is undeniably cutting the number of jobs, Alan explained how it is possible to harness these changes and implement them into your assessment process in a way that will ensure you acquire the candidates and skills you need.
The Fourth Industrial Revolution
The Fourth Industrial Revolution relates to the rate at which automation is dominating our culture, jobs included. As more and more tasks are having the capacity to be done by automation, there are profoundly more jobs disappearing in the process. It is also changing the nature of existing jobs and the necessary aspects to be carried out manually.
With 30% of jobs predicted to disappear by 2025, times are changing rapidly. This disruption means recruitment teams need to stay aware of these changes and be aware in advance of where the trends are. Knowing what you need from people will help you to adapt with these challenges, rather than being overwhelmed and defeated by them.
An assessment can be something that is engaging. There is a stigma that assessments are stressful, boring and time-consuming. It is possible to have an assessment process which is part of the experience of attracting the candidate. Alan pointed out that candidates tend to drop out as the stages progress in an application, mainly due to boredom.
The solution to this avoidable problem is taking a whole-person view. This means you are able to gather more relevant information while asking less questions. The whole-person approach is also much more inclusive due to being able to measure everything in one go, building a more diverse team for you while providing a better candidate experience.
"Rather than being something that you have to do, assessments can be something which are engaging and is part of the experience of attracting that candidate."
As well as there being a range of technology around you to accelerate this process, the integration of these technologies will further help you with regards to accessibility. Figuring out which systems most benefit from integration will have drastic effects on your ability to access data about candidates much more flexibly and gather data about your pipeline in one place. Using the data from your assessments means that there's the possibility of building algorithms capable of determining who the strong interviewees are.
Alan noted that there are a few ways in which artificial intelligence are going to have a beneficial effect on recruitment, increasing efficiency and allowing you the time to do what you do best: recruiting.
The first step is to consider how well your results are actually identifiying high performers. Using whole-person approach has been found to drive efficiency in this aspect, helping to identify the top candidates accurately and quickly.
Using whole-person approach and including various media within the process it to make it engaging will help to ensure candidates give you positive feedback. Engaging processes such as this are significantly more likely to result in a faster completion rate as well as reducing drop-out rate.