Further Discussions, Challenges & Solutions
One of the main questions raised was surrounding what an assessment is capable of measuring, and which aspects of a candidate are more difficult to predict.
- How is it possible to foresee 'red flags' and if it is, what can be done about this?
- Can you tell if candidates are being honest in their application answers?
- Even if honest, are the answers necessarily applicable to how a candidate would respond in real life?
-Can predictive hiring also help in establishing a cultural fit?
There are many different types of candidates. How do you use predictive hiring to secure only the top performers?
Honesty Throughout the Assessment Process
A common concern for recruiters regarding the use of assessments in the application process is candidates being genuine in their responses. Lack of honesty in application responses may even largely be on a subconscious level, with candidates answering based on what they think employers want to hear. Additionally, candidates may under or over-estimate themselves in particular situations. Therefore, it is important not to take every answer at face value and to consider the different aspects of that candidate's individual background, experience and thinking process which may have led them to that response.
Something that came up considerably in our roundtable discussions was the notion of whole-person approach. While it may never be possible to fully generalise assessment results, placing them in context and using whole-person approach means getting the most out of your hiring process. Whole-person approach has steadily gained in popularity, as recruiters have begun to recognise its value. It is a holistic approach which takes into account a candidates' individual differences; their background, their past, and their personal as well as professional skills. In the context of predictive hiring, it helps to contextualise the data and frame it in a more meaningful way.
A sli.do poll revealed that one of the biggest challenges faced by recruiters is the scarcity of qualified candidates. In this sense, predictive hiring is an essential tool for scouting the hires with the necessary skills and mindset to fill this skills gap.
Our poll revealed that out of everyone who attended, 50% stated that their biggest recruitment challenge was the scarcity of qualified candidates. This dominated as the greatest concern, with the remaining categories (getting the right technology systems, lack of recruitment marketing budget and poor candidate experience) all receiving 13% of the votes.
Using AssessFirst's solution of predictive hiring, you can narrow down your search to only the top candidates.
One of the most unique features offered by Assessfirst is the valuable insights candidates receive regarding their assessment results. This isn't just insight into the test itself but offers feedback on particular strengths and weaknesses, such as relating to interpersonal relationships or the ability to meet deadlines. This makes the assessment process a highly constructive experience for both the candidate and the employer. It also means that irrespective of the outcome, candidates are able to learn about themselves and use this information to drive them in all future roles.
Predictive hiring is a prime way to build a better future for you and your candidates. Viewing them as an individual rather than just another number in a system will resonate in and throughout the assessment process, helping them to feel listened to in their responses and valued from this early stage.
Developments in AI have led to the predictive model, creating a system which balances experience, technical skills, personality traits and so forth to draw accurate conclusions from the data obtained. As demonstrated on the diagram to the right, the model which underpins the assessments developed by AssessFirst evaluates candidates thoroughly and from a range of perspectives. This creates a much broader image of who that candidate is, and who they are capable of becoming. Taking into account such a wide range of factors also helps to drastically reduce unconscious bias in the hiring process. It is impossible to ever completely eliminate unconscious bias particularly in face-to-face contexts, but having a system in place which is designed to focus on potential rather than pre-existing traits and experience helps to create progression and clearly defined goals.