How AI-Based Testing Is Changing Talent Evaluation
Advice for Management & Companies, All Things Tech, Candidate Sourcing

How AI-Based Testing Is Changing Talent Evaluation

The talent market is made up of an endless number of skills, personalities, and objectives. Candidates have unique qualities that they offer employers, but the key is to make sure the right candidate is matched to the right opportunity. Sometimes this is difficult to determine a candidate face value, therefore employers lean on candidate assessment to learn more about a candidate’s worth under the surface.

According to Computer Weekly, the Innovation Economy Report by the Silicon Valley Bank advised that 94% of the fastest-growing technology firms admit securing the talent needed to expand is a real challenge. Artificial intelligence (AI) represents a chance to harness advanced technology that can support better candidate selection.

What are some ways that AI-based testing is changing the way recruiters evaluate talent?

Smarter candidate assessments

  • Recruitment technology has advanced to the level of candidate assessments that essentially learn how each candidate will respond based on his or her behaviors. This type of psychology is paving the way for how to determine candidate skill sets. Tech Talent Labs names a few really cool assessment tools that ask questions to evoke and evaluate a behavioral response. Pymetrics, for example, “applies neuroscience games and cutting edge AI” to evaluate talent in a smarter way.
  • This, of course, makes it harder for a candidate to mislead hiring managers by claiming knowledge, traits, and skills that aren’t there. This makes candidates more accountable about what they say, and helps to shortlist candidates sooner in the recruitment process.

Pre-screening using chatbots

  • A more recent addition, but one that shows promise already, is the use of chatbots that conduct pre-screening with candidates. Built into the applicant tracking system, the chatbot initiates the first few contacts with the candidate, starting with the moment they complete the application. The candidate gets an acknowledgement via email. In a subsequent email, the candidate is invited to schedule an interview and take a brief online assessment. The chatbot that learns something about the candidate in an interactive chat session. The results of the chat session and the assessment are furnished to human recruiters who can decide to move forward with a candidate.
  • The Recruitment Network club references the app, Mya, as an example for how a chatbot screening tool can eliminate the extra time to it takes to submit a cover letter and hear back from a recruiter. Assuring the quality and effectiveness of the screening, Mya records data and can even answer questions posed by the candidate.
  • The Skillgigs AI Interviewer takes the chat feature to the next level and asks questions on skill density, taking into account confidence level, amount of information offered & clarity about that specific skill. Our AI interviewer confirms confidence in a skill set, while also grading the actual technical skills, so recruiters avoid someone who can’t walk the talk. Our 2-part interviewer asks questions and then asks the candidate to apply their knowledge in a coding practice. This combined computes a report for the recruiter.

Better, more responsive candidate experience

  • One thing that is pivotal for success in recruitment is making the entire candidate experience a positive one. A survey conducted by Software Advice, an organization that reviews HR technology, survey job seekers to find out how a negative candidate experience impacted them. They asked job seekers what actions they would take after a bad experience occurred when applying for a job.
    • 83% of the job seekers said they would never apply to a company again that gave them a negative experience
    • 63% said they would refuse a job offer with a company where they had a poor candidate experience
    • 59% said they would tell others not to apply at that company
  • However, the same survey revealed the power of a positive candidate experience, which AI supports by being more responsive to candidates and keeping them in the loop.
    • 96% of the candidates said they would apply to the company all over again
    • 93% said the next step would be to immediately accept the job offer
    • 66% said they would leave a positive review on Glassdoor

Improved talent matching

  • Increasing the dimensional view of each candidate happens with artificial intelligence technology. Instead of a flat resume-based system that flags certain keywords carefully placed by the resume writer, an AI-enabled talent matching system examines candidates under multiple layers of traits, skills, and qualities. These can be presented in our 3D resume model, a patented technology, which provides more information that hiring managers can use to make selection decisions.
  • See how the 3D resume model works here:

Faster short-listing

  • Recruiters have very little time to track down the best candidates, especially when one knows that the same candidates are being pursued by other hiring companies. Talent platforms that can quickly assess, categorize, and match candidates to jobs give recruiters the advantage they need to focus on their shortlisted candidates. This provides faster access to the right people and increased speed at which they can process candidates.

Less bias in selection

  • The human element has always been a part of recruitment, with many trusting their instincts vs evaluating candidates on real qualities. Bias, which happens unconsciously, is not favorable in terms of hiring — especially when it comes to increasing diversity in the workplace. Fortunately, AI takes the human element out of candidate evaluation so that hiring becomes more equal. The end result is a stronger workforce based on skills and not on factors that don’t relate to career success