You’re a recruiter looking for innovative candidate assessment tools. What are your options?

Skill tests,provide recruiters with a dynamic and interactive means of evaluating a candidate's practical abilities. These tests, often designed as coding assessments, offer real-time insights into a candidate's technical proficiency and problem-solving skills. In my opinion the integration of skill tests stands as a testament to a recruiter's dedication to staying at the forefront of industry trends. It reflects a forward-thinking approach that not only the recruitment process but also ensures an evaluation of candidates, contributing to the overall success of talent acquisition efforts.

One type of test is not going to cover your all assessments so one need to blend the type of tests either conducted as one or separately. First of all, person should be assessed on the required personality parameters so you know that the person you are taking forward on the recruitment process will fit in your organizational culture. Then comes their skill tests to evaluate their suitability to perform on the job.

In today’s AI world there are many options to choose from when it comes to innovative candidate assessment tools. One of my favorites is ‘Berke’, a tool that measures personality and intelligence and allows you to compare candidates against your desired hiring profiles.

I think there may be several innovative candidate assessment tools, one of them is codinGame. CodinGame valuates coding skills through gamified challenges, making the assessment process engaging and interactive.

The specific skills required for candidates can vary significantly based on the job role, industry, and the organization's needs. Communication Skills, Thinking and Problem-Solving, Teamwork and Collaboration, Adaptability and Flexibility, Leadership Skills, Time Management, Creativity and Innovation, It's important to note that the importance of these skills can vary depending on the specific job requirements.

Understanding a candidate's personality can shed light on how they may interact with colleagues and contribute to team dynamics. It helps identify individuals who are likely to collaborate well with others, communicate effectively, and contribute positively to the work environment. Personality and Culture Fit Assessment: Culture Amp: Focuses on culture and employee engagement assessments. Predictive Index: Offers assessments to measure both cognitive and behavioral attributes.

Personality and behavior assessments are a great tool to dive deeper into employee motivators. Often, candidates don't even know what motivates them, these tools can offer excellent insight. Bonus if the tool you use has a job benchmarking to discuss how the job my stretch or engage their personality. I've found, for the most part, candidates really want alignment, people generally don't want to have to be a completely different person when they come to work!

Personality tests serve as valuable tools for recruiters seeking innovative candidate assessment methods One of my favorite ones is which one is also widely used assessment is the DiSC, which identifies candidates' primary personality traits, aiding recruiters in understanding communication preferences, work styles, and potential team dynamics. For more info you can search about the DISC analysis. When choosing a personality test, it's essential to consider the specific needs of the role and organization. Additionally, incorporating other innovative methods, such as gamified assessments or situational judgment tests, can further enhance the candidate evaluation process.

I believe we can analyze the candidate's aspirations by asking scenario-based questions and exploring the reasons for job changes. Understanding their expectations from the upcoming opportunity will further enhance our comprehension.

There are many roles which require more than skills and personality plays an important role. This is how we can evaluate whether the Candida is suitable for a specific role. Like an introvert would never fit the job of customer happiness as he needs to go out of way to engage and create magic with customers. Apart from DiSC and MBTI, some more tests like Big five personality tests.

Believe it or not, most of the entry level and hands-on individuals in the market are Gen Z (And also quite a few millennials!) Gamified assessments would attract people who would do hands-on technical roles, and speaking digital-native language would massively help engage with them. I have previously used a gamification-based case study assessment test to attract candidates in my previous company, and we have seen a massive level of engagement compared to traditional test methods. If you are planning to hire technical roles, using gamified assessment scenarios would be a great idea to attract in demand candidates.

Thats right, Gamified assessments bring a fun twist to hiring! They use game elements to evaluate skills and personality. Great way to attract millennials and Gen Z candidates.

Assessments should feel like you're having fun - that could be a game or it could be a challenging question but posed well. We recently assessed 20,000 people with Unberry - gamified AI assessment tool and had some great NPS from candidates

Gamified skills assessments are good because they make the assessment process more engaging and enjoyable for candidates, reduce stress, provide a realistic evaluation of practical skills, and offer objective measurements. They also contribute to a positive candidate experience, appeal to a tech-savvy generation, and allow for a diverse evaluation of various skills. The data generated from gamified assessments helps recruiters make informed decisions, and incorporating such assessments can enhance an organization's brand image.

Gamified assessments, like those offered by Pymetrics or Arctic Shores, engage candidates through interactive, game-like scenarios to evaluate cognitive and emotional traits. These innovative tools provide a unique and enjoyable candidate experience while capturing data on problem-solving abilities, decision-making, and behavior patterns. They're particularly useful for gauging soft skills and potential cultural fit, complementing traditional assessment methods. Ensure these assessments align with job requirements and are part of a balanced evaluation strategy.

Video interviews, which became popular during the pandemic, offer a unique advantage in evaluating candidates' communication skills, allowing us to observe not just what they say, but how they say it—body language, eye contact, and overall demeanor—providing a deeper insight into their suitability for roles requiring strong interpersonal skills. Video interviews essentially offer a firsthand look at their ability to convey ideas clearly and effectively, engage in a virtual setting, and demonstrate their professionalism and demeanor. From non-verbal cues to articulation and confidence, this format allows for a comprehensive evaluation, helping ensure a better fit for the role and team dynamics.

Video interviews are an excellent way to assess candidates but keep in mind the context of the role. If they aren't going to be on video frequently and that's not an essential part of the role, you can't put much stake into how they perform on video.

Video interviewing has become significantly more reliable as companies increase their reliance on video conferencing tools like Zoom and Microsoft Teams, but it's important to remember that many candidates find the task of recording themselves as a bit awkward and unnerving. Unless that process is an expected responsibility of the role, that context can be important for hiring teams to remember - otherwise, they may discount a well-qualified candidate for reasons that are immaterial to the role, but are instead a byproduct of the process of recording.

Video screening is highly beneficial for grasping body language cues, assessing expressions, and gauging a candidate's willingness. It saves time and effort, with various tools like Zoom, Gtalk, Teams, and even WhatsApp, despite the latter not being considered a professional tool, it proves convenient in today's context.

As first step of the recruiting process, video can be extremely helpful, saving time and resources. Be it through a regular online interview between a candidate and recruiter/hiring manager via Teams, Zoom etc. or a pre-recorded video by the candidate, it gives you a great first impression. Depending on the role and type of profile you are looking for, candidates will be more or less familiar and comfortable with the setting. Therefore, in a video interview the recruiter (and hiring manager) should really focus on creating a pleasant atmosphere. In the case of demanding pre-recorded introduction videos, it’s key to provide or indicate a very easy-to-use medium, to avoid unnecessary confusion on the candidates’ side.

Recruiters are increasingly turning to project-based assignments as a dynamic and insightful method. These assignments offer a departure from traditional evaluation approaches, providing a real-world simulation of the tasks a candidate might encounter in the job. Candidates from various backgrounds and experiences can excel in project-based assignments, contributing to a fairer evaluation that goes beyond traditional biases.

The project based assignment should be as close to the actual work as possible. It should invite for assumptions to be made and ideally should be compensated otherwise you will not get great candidates.

Project-based assignments are a practical approach to assess candidates' real-world skills and problem-solving abilities. Tools like Workable or HackerRank allow you to assign tasks mirroring actual job responsibilities, providing a clear picture of a candidate's capabilities. Ensure projects are relevant, time-bound, and ethical, providing candidates with a realistic preview of the job while respecting their time and effort. This method is particularly effective for roles requiring specific technical skills or creative problem-solving.

Project-based assignments epitomize a hands-on approach to hiring, providing a tangible gauge of a candidate's skills and problem-solving prowess. Utilizing platforms like GitHub, Google Docs, or Asana, these assignments immerse candidates in real-world scenarios, showcasing their ability to deliver results. This method transcends traditional evaluations, offering insights into a candidate's working style, critical thinking, and creativity. As the hiring landscape evolves, project-based assignments emerge as a dynamic tool, aligning recruitment with the demands of a results-driven and practical approach.

We talked about Online interview, now I want to say something about peer interviews These interviews involve inviting a candidate to engage with their potential colleagues and managers, fostering a dynamic interaction that provides valuable insights into the candidate's fit for the team and the company's culture. peer interviews create a scenario where the candidate can interact with multiple team members. In comparison with online interviews, peer interviews provide a unique opportunity for team members to share their perspectives on the candidate's potential fit within the team.It also allows candidates to gain a deeper understanding of the team dynamics and company culture, aiding in their decision-making process regarding the job offer.

1.AI-Powered Assessments: Platforms leveraging artificial intelligence (AI) can analyze candidate responses, behavior, and patterns to provide deeper insights into their suitability for the role.2.Virtual Reality (VR) Assessments: VR simulations allow candidates to demonstrate their skills and competencies in realistic job scenarios, providing a more immersive and accurate assessment experience.3.Behavioral Assessments: Tools that assess candidates’ behaviors, values, and personality traits can provide valuable insights into their potential fit within the organization’s culture and team dynamics.

Peer interviews, beyond their collaborative and inclusive nature, offer various advantages in hiring. They let existing team members evaluate how well a candidate aligns with team dynamics, work style, and values. These interviews uncover a candidate's ability to effectively collaborate within the team structure. Involving current employees in interviews promotes a sense of ownership and engagement, contributing to better team integration. This approach identifies candidates with not only required skills but also a good fit with team culture, fostering a positive work environment. Utilizing diverse communication tools ensures seamless interaction, allowing candidates to experience the company's communication style firsthand.

Peer interviews redefine the hiring experience, fostering collaboration and cultural alignment. Whether in-person or virtual, using tools like Slack, Microsoft Teams, or Trello, these interviews allow candidates to engage with potential teammates and gain insights into the work environment. Beyond traditional assessments, peer interviews provide a holistic view, leveraging collective feedback to evaluate team fit and cultural alignment. This inclusive approach not only benefits candidates but also strengthens team dynamics, reflecting a commitment to a collaborative and transparent hiring process.

Assessment tools often require a bit of a balancing act: although you don't want assessments to be too generic, the level of customization can occasionally lead to to interview processes that aren't consistent across your organization. This problem only grows as your company does, so if you anticipate an increase in your hiring, be sure to evaluate scalability in assessment tools to make sure they meet your needs.

To be out of the box in assessing candidates, here are a few tools you might consider: CoCubes: Specializes in pre skill assessments, especially for entry-level hiring. Talview: Provides an AI powered talent assessment platform with features like video interviewing and online proctoring. HackerRank: Focuses on technical assessments and coding challenges to evaluate programming skills. InterviewBuddy: Provides a platform for virtual mock interviews and skill assessments. CodeSignal: Concentrates on technical assessments and coding challenges to evaluate coding skills. HireMee: Focuses on employability assessments and connects job seekers with employers.

Role plays are an awesome way to interact with the candidates innovatively. Scenario-based assignments for non-technical roles have been proven to be a great way to understand the creative intellect of candidate

Integrating LinkedIn Sales Navigator with a CRM transforms candidate assessments. Utilize LinkedIn's vast network for insights and sync seamlessly with your CRM for centralized data. Tailor avatars by combining CRM and LinkedIn data, refining criteria for skills and experiences. Design customized assessments aligned with refined avatars and track performance efficiently. Enhance candidate engagement with personalized insights and targeted outreach strategies. This seamless integration empowers recruiters with a data-driven toolset for efficient, personalized talent acquisition. #RecruitmentTech #LinkedInCRMIntegration #CandidateAssessments

It's important to find an assessment that will benchmark across all who take it, but it's even more important for it to be gauged amongst those this person will be working with. Coming from the Advisory side of recruiting, having your partners/clients take the assessment first is crucial to knowing how the individual will rank amongst their peers.