Research says that by 2025, 27 per cent of the workforce will consist of Gen Z, the generation born between the mid-1990s and early 2010s. These digital natives bring with them a unique set of values and expectations. They prioritise work-life balance, social responsibility and continuous learning opportunities that fuel their growth. They also want a work environment that fosters mental well being and offers them the flexibility to choose how, when and where they work. Besides, they are accustomed to instant access to information and expect their workplaces to integrate technology seamlessly.

Understanding these characteristics is crucial for businesses looking to attract and retain this talented generation. Traditional training methods might not resonate with Gen Z; companies will need to adapt their approach to meet their evolving needs. This is where recruitment insights come into play. By leveraging the data gathered during the recruitment process, companies can design training programmes that are not only effective but also cater directly to Gen Z’s learning preferences, ensuring a more personalised and engaging experience.

How to leverage recruitment data for training?

The recruitment process provides a gold mine of data that, when used correctly, can reveal critical insights about the candidates. By analysing application forms, customised assessments and candidate feedback, businesses can not only identify skills gaps but also tailor training content better, matching Gen Z’s preferences and expectations. Here are some key strategies that employers can use:

• Identify skill gaps

  Analyse recruitment data to pinpoint the most sought-after skills for the open positions. Consider implementing customised assessments during the hiring process to gauge existing skill levels within the applicant pool. This will help identify areas where there’s a discrepancy between required skills and applicant skill sets. Predictive analytics can also be a valuable tool. By forecasting future skill requirements, you can easily identify potential gaps before they hinder productivity and prioritise your training needs accordingly.

• Explore long-term goals

  Insights from recruitment data can shed light on the specific needs and interests of Gen Z employees, as well as their long-term goals. For example, if the recruitment data suggests that candidates are interested in learning and applying AI in their work, consider developing targeted training modules on the same. This will help not only address their immediate learning needs but also align with their career aspirations, fostering a sense of growth and progression.

• Gather candidate feedback

  Don’t underestimate the power of feedback! Gather insights from Gen Z candidates during the recruitment process through surveys or focus groups. This can provide invaluable information on their preferred training methods and expectations, which you can use later to develop training modules curated especially for them.

• Understand learning preferences

  Analyse how Gen Z candidates interact with information during the recruitment process. Do they gravitate towards videos, online modules or interactive assessments? Use these preferred methods as a blueprint for training delivery. Consider offering a variety of formats—videos, quizzes and interactive simulations—to cater to different learning styles and keep them engaged.

How does Gen Z usually prefer to learn

Although all employees are different and personalising training strategies according to recruitment insights is crucial, having a broad sense of how Gen Z prefers to learn can help employers gear up for the process. Here are some key insights about Gen Z’s learning preferences:

• Learning style

  Gen Z is a tech-savvy generation that prefers interactive, digital learning experiences. Gamification, simulations and video-based learning can help engage this audience and promote knowledge retention. In fact, research says that about 73 per cent of Gen Z engage themselves in video content on smartphones.

  Beyond digital learning, you may also consider incorporating elements of social learning and collaboration within training programmes. This caters to Gen Z’s desire for interaction and connection with peers, further solidifying their understanding of the material.

• Content preference

  Clear, concise and visually appealing content is key. Gen Z appreciates training materials that are easy to understand and don’t bog them down with unnecessary details. Microlearning, which delivers information in bite-sized chunks, is a perfect fit for their busy schedules and preference for on-demand learning. Infographics and visually rich presentations can also help by breaking down complex information into digestible content.

• Delivery preference

  Gen Z has grown up with smartphones in hand, making them highly adept at using these devices for almost all their informational needs. To cater to this preference, training programmes should be optimised for mobile delivery, ensuring that learning experiences are seamless on smartphones. This involves not only making the content accessible but also engaging through mobile-first designs that are easy to navigate and interact with​.

Tips and strategies for developing effective Gen Z training programmes

• Enhance the onboarding process and promote upskilling

  A strong onboarding programme sets the stage for learning and training. It should not only equip Gen Z employees with the necessary skills but also familiarise them with the company culture and expectations. Remember, Gen Z values continuous learning. Demonstrate a commitment to upskilling opportunities during onboarding by offering access to online learning resources, internal knowledge-sharing sessions and participation in conferences and workshops.

• Set clear learning objectives and outcomes

  Clearly defined learning objectives and outcomes are crucial for Gen Z, who value purpose and clear career progression. Setting precise goals not only aligns training with business needs but also helps Gen Z understand how their roles contribute to the broader organisational mission. For example, outlining how mastering data analytics can lead to career advancement in the field of marketing and also help earn more profits can enhance their motivation and engage them more effectively in the training modules.



• Leverage technology for engagement

  Technology is second nature to Gen Z. Utilise interactive learning platforms with gamified elements to keep them engaged. Learning management systems (LMS) offer a centralised location to deliver and manage training programmes while mobile learning apps allow for on-the-go access. You may also consider incorporating cutting-edge technology like virtual reality (VR) or augmented reality (AR) simulations for immersive training experiences, particularly for roles with a visual component.

• Incorporate gamification and microlearning

  Gamification injects fun and competition into training through elements like points, badges and leaderboards, motivating Gen Z learners. Microlearning, on the other hand, offers information in small chunks that are easier to digest and remember, perfectly catering to the quick-paced lifestyle of Gen Z. Combining them can significantly boost their motivation and information retention.

• Customise the programme

  Gone are the days of one-size-fits-all training. Gen Z thrives on personalised learning modules developed for their individual needs identified during the recruitment stage. For instance, a candidate with strong analytical skills might prefer having an advanced training module while someone with limited experience may prefer to learn from a foundational programme. Similarly, a candidate who loves meeting people may engage more through interactive simulations; on the other hand, one who likes to spend time on social media may prefer infographics, games and videos.

• Emphasise the development of practical skills

  Gen Z has a strong leaning towards real-world applications. Design training programmes that incorporate case studies and simulations relevant to their specific job roles. Online forums, discussion boards or peer-to-peer mentoring opportunities encourage social learning and knowledge exchange. Consider mentorship programmes that connect Gen Z with experienced professionals and create opportunities for project-based learning that allow them to apply new skills in real-world scenarios.

How to keep improving: Leverage data collected during training

The best training programmes are constantly evolving. After creating strategies, data collection during training programmes is crucial for measuring effectiveness with Gen Z learners and improving the strategies. Here are a few data collection methods:

• Pre- and post-training assessments to track skill development by comparing knowledge and competencies before and after training
• Surveys and feedback forms to identify strengths and areas for improvement in training methods
• Completion rates and engagement metrics to evaluate participation and engagement levels

However, just collecting this data is not enough. Companies must use this data to make informed decisions. For example, if low completion rates are identified, companies should aim to gather insights regarding the learning styles of their employees and tailor future training programmes accordingly. Ultimately, the goal is to use data to refine training programmes and create a more impactful learning experience for Gen Z employees, as well as a measurable return on investment for the company.

Conclusion

Designing training strategies for Gen Z is not about reinventing the wheel but rather about adapting existing methods and integrating new technologies to fit the unique learning preferences and values of this generation. By leveraging recruitment insights, companies can not only address the immediate skills gaps but also enhance the overall candidate experience, leading to higher engagement and retention rates. Employers that succeed in creating such an environment are well-positioned to harness the full potential of Gen Z, turning them into a competitive advantage in today’s dynamic market.

References

• qureos.com
• gitnux.org

The COVID 19 pandemic accelerated the digital transformation journeys of businesses across sectors. Businesses began adopting technologies like AI, the cloud, big data, etc. However, digital interactions cannot completely replace the physical connection; they have simply ushered in a new “phygital” era.

A phygital system is an integration of physical and digital.
Physical + Digital = Phygital

A phygital system leverages the benefits of physical and digital experiences to enhance outcomes.

Although things returned to normal after the pandemic, businesses continued to adopt the highly effective phygital strategies for working. The modern workplace is both physical and digital; that is, phygital. Advanced technology tools facilitate seamless collaboration between entities in a dispersed environment and human-centric strategies ensure that there is a personal connection.

The fusion of physical and digital helps build an omnichannel strategy that merges online and offline experiences. The emergence of the phygital era is driven by factors like the growth of digital innovations and the rising demands of consumers for personalised experiences.

Phygital solutions leverage technologies like AR (augmented reality), VR (virtual reality), AI (artificial intelligence), ML (machine learning), generative AI, etc.
Phygital systems are relevant in the recruitment domain because a combination of advanced technologies and human-centric strategies helps in securing and hiring top talent. Phygital hiring has become popular among recruiters for campus recruitment as well.

In this blog, we will dig deeper into how campus recruitment is conducted in the phygital era!

Let us first look at how campus recruitment has evolved!

Traditionally, campus recruitment was conducted through on-campus visits, in-person interactions and manual processes.

However, technological advancements revamped the traditional processes. Technology has facilitated seamless interactions, optimised processes and fostered informed decision-making.

The digital campus hiring landscape includes AI-driven platforms, gamified assessments, interactive engagement strategies, virtual networking events and more. These techniques enabled businesses to redefine recruitment paradigms, make the most of emerging opportunities and build a dynamic, future-ready workforce.

Today, campus recruitment strategies are powered by GenAI tools that have paved the way for agility and adaptability. Businesses are leveraging advanced data analytics, predictive modelling and AI-driven insights to create customised recruitment strategies that optimise engagement and foster meaningful connections with potential employees.

Technology augments human efforts in enhancing campus recruitment. Thanks to technology, recruiters can now focus on aspects like personal interactions with candidates, either face-to-face or through video conferencing tools. These interactions enable recruiters to build a rapport with candidates and get clarity on attributes apart from their qualifications. Technology also allows recruiters to highlight their brand to candidates.

Phygital recruitment is a win-win situation for both candidates and recruiters.
Phygital creates a better candidate experience throughout the recruitment cycle. It does not require the candidate to travel to the location of the company, thereby saving them time, effort and resources. Candidates can go through the entire process from the comfort of their homes; all they need is an internet connection.

Phygital recruitment has opened doors to new opportunities for candidates because they can seek employment across geographical barriers.

By leveraging technological tools, recruiters save time. At the same time, the process gets completed much faster. Automation technologies take over low-grade manual tasks, relieving humans for tasks that require human intelligence. This not only reduces manual errors in routine tasks but also leads to employee satisfaction. Since most repetitive tasks are automated, recruiters can give personalised attention to the candidates and understand them better. AI-based hiring platforms offer valuable insights to recruiters for better decision-making.

Phygital campus recruitment

Let us look at the impact of phygital on campus recruitment!

Traditional campus recruitment had businesses engaging with students through pre-placement talks, group discussions and personal interviews. However, in the phygital era, traditional methods of engagement like pre-placement talks and case competitions are proving to be ineffective. This has led to a rise in phygital recruitment.

Phygital campus recruitment is a novel method of talent acquisition that combines physical and digital experiences to create a unique campus recruitment platform for students.

Recruiters need to adapt to new methods of connecting with potential candidates. Hence, the focus is now shifting to the use of technology in the recruitment process. Campus recruiters can now connect with students or recent graduates with the help of virtual platforms and tools.

Tools like social media and gamification help engage with campus talent more effectively and engagingly.

Phygital recruitment has made an emphatic presence in the hiring arena in recent times and is being accepted as the new normal of recruitment. And, it has transformed recruitment from a homogenous process to a heterogeneous one with recruiters, hiring managers and candidates distributed across geographies.

Strategies for phygital recruitment

Virtual career fairs

Digital platforms enable businesses to host virtual career fairs, through which they can connect with students across the globe without any requirement of physical travel by the recruiter or the candidate. Platforms like HirePro help businesses showcase their brand, culture and job opportunities to students in an informative and interactive manner.

Social media platforms

Many businesses are leveraging the power of social media to connect with students across the globe. Social media not only helps build relationships but also builds a strong employer brand. It is a very effective tool for building a pipeline of talent for the future. Businesses can attract the attention of the next generation by sharing relevant content that engages students.

Coaching programs

Another technique that is proving to be effective in engaging students in the phygital era is online coaching. Students can connect with industry experts through these programmes and learn from their experience and insights. Phygital communication channels like video calls and online chat platforms enable mentors and coaches to guide and support students, helping them develop the required skills and knowledge to succeed in the field of their choice.

Gamification

Games like scavenger hunts are highly effective for campus recruitment. Gamification creates an engaging experience that offers the students an opportunity to interact with the company’s brand and culture. It also provides recruiters with insights into the talent pool. Additionally, recruiters can gain awareness about areas for improvement in their recruitment strategy.

How hiring platforms facilitate phygital recruitment

Hiring platforms are AI-based software that streamlines the entire recruitment process, from searching for candidates to onboarding.

The following is an example of how phygital recruitment of students takes place:

The organisation advertises the vacancy on social media platforms. The post not only highlights the skill sets, qualifications and other requirements for the job but also promotes the brand. The advertisement may offer simple methods like scanning a QR code to apply for the job. The QR code leads the applicant to an application form where they can update their details.

The hiring software screens the candidates through the ATS (Application Tracking System) and shortlists them. The shortlisted candidates are informed digitally.

Hiring platforms host various skill assessments, aptitude tests, etc. They may leverage technologies like AR and VR to offer candidates an immersive experience. Hiring platforms include features that ensure there is no cheating or malpractice involved in the assessment.

The hiring platform then sets up video interviews through video conferencing tools like Skype, Zoom, etc. with the concerned personnel. It schedules interviews and communicates details such as the date and time of the interview to the candidate and the interviewers. The platform incorporates techniques to avoid any kind of malpractice in the interview.

Based on the interview, the final selection is made. Some organisations might prefer to conduct a face-to-face interview before concluding the recruitment. The outcome of the interview is communicated to the candidates through the hiring platform.

The next step is onboarding the selected candidates. The candidates are asked to share digital copies of their documents, like certificates. The documents are scanned by the hiring software and verified.

Depending on the organisation’s policies, the selected candidates might be directed to a pre-joining medical test.

Once the entire process is completed, the candidate is welcomed into the organisation by the HR team. At this stage, humans take over induction and other tasks from the platform.

The entire recruitment takes place through the hiring platform with meaningful human interactions, making the process truly phygital. The platform completes most of the tedious tasks much faster and more accurately than a human. The software makes the process seamless for both recruiters and students. While the hiring platforms perform several repetitive tasks, humans enhance the process by intervening where a personal touch is required. For instance, regular and personal communication between recruiters and candidates helps build trust and promotes lasting engagement.

Hiring platforms offer a myriad of features to facilitate seamless phygital hiring. However, you must make sure that you choose the right platform that meets your needs.

Conclusion

HirePro is one of the leading names in recruitment technology. It is a robust platform with a host of features that can accomplish end-to-end recruitment. It can be customised to meet the unique needs of your business. The HirePro platform leverages the latest technologies to streamline the recruitment process. It not only simplifies the task of recruitment for HR teams but also enhances the candidate experience.

King Midas’ insatiable desire for gold ultimately turned his life into a curse. Food became inedible gold nuggets, and his daughter a gilded statue. He was trapped by his greed. You know what else is a trap? Clinging to outdated methods, despite their lack of scientific foundation.

Imagine a case of high-volume recruitment. The traditional approach is like shouting in a crowded marketplace, throwing a massive net and getting hundreds or even thousands of applicants. It is easy to overlook top talent in this sea of applications.

How can one avoid it? Is there another way to discover the diamonds among the rough in your talent pool?

Data-driven recruitment is a smart option. It is a powerful tool that cuts through the clutter and points to the perfect fit for your company’s culture and goals.

Here’s how data can be a game-changer for high-volume recruitment:

• Targeted sourcing: Forget generic job boards. Leverage niche communities and skill-based searches to reach the candidates you truly need. Analyse past hiring successes to identify your most effective sourcing channels.
• Objective selection: Data-driven assessments go beyond resumes, measuring relevant skills like coding or data analysis.This eliminates unconscious bias and ensures a fair evaluation.
• Predictive workforce planning: Study industry trends to anticipate future talent needs. For instance, data might reveal a growing demand for cybersecurity professionals, allowing you to develop a talent pipeline through strategic university partnerships.
• Job posting optimisation: This involves using keywords they typically search for. To find the most effective phrasing, A/B test different versions of your descriptions. For example, in a specific role, you could test whether “data visualisation” or “spreadsheet” attracts more qualified applicants.

The benefits are undeniable:

• Reduced bias: Traditional recruiting methods carry the risk of qualified candidates being overlooked because of unconscious bias. According to a 2022 Harvard Business Review article, there is a 25% chance of missing out on a qualified candidate from a different demographic background.
• Improved candidate selection: Data-driven recruitment eliminates guesswork by using objective data like skills assessments and past performance metrics to find the ideal candidate, regardless of background. According to SHRM, 61% of HR professionals say data analytics improve their hiring decisions.
• Streamlined process: Data not only improves candidate selection but also streamlines the hiring process by identifying bottlenecks like lengthy application reviews and inefficient interview scheduling. With the average time-to-hire in the US at 40 days in 2023, data-driven recruitment helps optimise and expedite hiring, bringing top talent faster.
• Enhanced candidate experience: Use data to personalise communication. Keep the candidates informed. They feel respected, and their time valued. This will enhance their experience and help strengthen your employer brand. Candidates today value transparency and respect.

Here is your roadmap:

• Define goals: What are you looking for—specific skills, experience or cultural fit?
• Collect data: Utilise your Applicant Tracking Systems (ATS), skills assessments, interview feedback, candidate surveys, employee referral programmes and social media data to whet your search.
>Analyse and interpret: Look for patterns and trends that bring you great insights to enhance your recruitment strategies.
• Implement solutions: Refine sourcing channels, revamp job postings and utilise skills assessments more effectively.
• Track and adapt: Data-driven recruitment is an ongoing process. Regularly track key metrics and be ready to refine your approach based on what the data reveals.

Remember, data is a tool, not a replacement.

As Josh Bersin, a renowned HR analyst, says, “Big data is great, but big wisdom is better.”

Data insights, along with your recruitment expertise, augment the hiring process. What could have been a guesswork game suddenly becomes a science. The insights help you strategically build your dream team of the best and the brightest; they help reduce costly hiring mistakes.

Are you ready to take the first step towards smarter hiring? Remember, every day that you wait, your competitors are gaining an edge.

References

• LinkedIn
• Academy To Innovate HR
• Harvard Business Review
• SHRM
• JOVEO

The high cost of a negative candidate experience

Imagine acing the initial tele-interview for your dream job, only to be left waiting for 30 minutes on the in-person interview day with no explanation. You learn the hiring manager is double-booked and the interview is rescheduled, with no regard for your schedule. Frustrated and feeling disrespected, you might even withdraw your application.

Did you know that a staggering 52 per cent of job seekers reject offers due to a negative recruitment experience? But is the opposite true as well?

Why does building a positive candidate experience matter?

Seventy-six per cent of applicants say a positive experience influences their decision to accept a job offer. This makes fostering a positive experience a strategic necessity.

These are the benefits that companies prioritising a positive candidate reap:

• Attracting top talent: News travels fast and positive experiences become a magnet for high-performing candidates who value transparency and clear communication.
• Strengthening employer brand: Positive candidate experiences translate into positive reviews on job boards and social media, strengthening your employer brand and positioning you as an employer of choice.
• Expanding your talent pipeline: Positive word-of-mouth and social media build your reputation and attract a wider pool of qualified candidates.

The benefits of a positive candidate experience are clear. It is time to transform your recruitment strategy by prioritising candidate experience.

The recipe for a positive candidate journey

Revamping your recruitment strategy requires focussed effort. Here are seven key ingredients that contribute to a winning candidate journey:

• Empathy first: Understand the candidates’ perspective—their anxieties and expectations—to create a smooth and efficient process. This reduces their frustration and creates a positive first impression.
• Seamless process: Make the application process smooth and efficient. Here are some tips and tricks:
  1. Clear and concise job descriptions: This helps attract qualified candidates who understand their role and responsibilities.
  2. Mobile-friendly applications with minimal clicks: This caters to digitally native Gen Z candidates and makes applying convenient.
  3. Streamlined assessments and interviews: This saves candidates time and effort and communicates to them your respect for their busy schedules.

  Embrace technology and make the application process accessible and convenient, reaching a wider talent pool.

• Prioritise communication: Ask the candidates about their preferred contact methods (email or phone) and tell them who their point of contact is. Communicate throughout, including rejections! Ghosting is a strict no-no! This addresses any confusion and anxiety that may creep in during the recruiting process.
• Respect time: Start interviews on time and train interviewers on punctuality and virtual etiquette. This shows professionalism and respect for candidates’ time.
• Showcase your culture: Highlight your company culture through videos showcasing your workspace, team interactions and employee testimonials. This attracts candidates who resonate with your values and reduces post-hire turnover.
• Build relationships: Offer resources for interview prep and provide feedback on applications, even for those not selected. Treat all candidates with the courtesy you would show a client—personalised communication and prompt responses. This translates into glowing online reviews and social media buzz, boosting your employer brand.
• Transparency matters: Inform candidates about the use of objective criteria (a decision matrix) for fair and data-driven evaluation. This builds trust with candidates and demonstrates a commitment to fairness in the hiring process.
• Strong onboarding: Create a well-structured onboarding programme that welcomes new hires, introduces them to the company culture and sets them up for success. This increases new hire retention and engagement, leading to a more productive and happier workforce.

  By implementing these strategies, you can create a positive candidate experience that attracts top talent, builds a strong employer brand and sets the stage for long-term employee success.

Craft a journey beyond screening

In today’s competitive landscape, candidate experience is the tipping point: it is the difference between attracting top talent and watching them walk away.

This blog unlocks the recipe for a winning candidate journey, benefiting both you and your potential hires. By prioritising the seven key ingredients outlined here, you will not only reduce candidate frustration and build trust but also strengthen your employer brand and ultimately attract the perfect talent for your team.

Therefore, implement these strategies, nurture connections with potential hires and watch your talent pool flourish. The future of your company hinges on building strong relationships: start cultivating them today!

• Linkedin
• builtin
• Manpower Group
• indeed
• INTOO
• Forbes
• Career Plug

A recent McKinsey article titled “Using skill gap assessments to help future-proof your organization”, says, “Organizations that realign HR processes to match skill needs can boost employee engagement by 50 percent, lower training and development program costs by 50 percent, and raise productivity by 40 percent.” This insight highlights the profound impact of skill assessments on crucial aspects of business operations.

Upskilling and internal mobility are the need of the hour to mitigate talent gaps. According to the LinkedIn Future of Work 2024 report, recruiting will be at the forefront of upskilling and internal mobility programs, with 40% of recruiters believing this will influence the future of recruiting in the coming five years. That’s how essential upskilling and internal mobility have become. But how can organisations implement employee upskilling effectively?

The first step is to assess employees across the organisation to understand skill gaps. This helps formulate training and career development plans, creating a more invested and engaged workforce. Getting this right is crucial to meet the skilling objectives. It’s not merely the technical and functional skills that matter anymore; a thorough skill matrix should be prepared for employee assessment plans.

What skills should be assessed?

Assess skills ranging from technical and functional to soft skills. Essential soft skills include customer orientation, problem-solving, adaptability, strategic thinking, and leadership. A holistic skill assessment approach aids strategic initiatives, including refining hiring processes to a skill-based approach. Further, this enables planning effective learning and career development programs with the necessary sponsorship and mentorship.

Let’s see what kind of employee assessments help plan upskilling programs.

1. Regular performance appraisals

   Most organisations conduct half-yearly or annual performance appraisals to measure employee performance against set objectives. These help understand an employee’s progress during their tenure. If the KPAs and metrics are well designed, communicated, and tracked, the periodic appraisals can provide valuable insights for planning career progression and L&D. However, recency and appraiser bias, inadequate data, and lack of training can be bottlenecks in such appraisals.

2. 360-degree feedback

   In these assessments, HR collects holistic feedback from all stakeholders interacting with an employee to avoid biases. This method provides more comprehensive insights than regular performance appraisals. Challenges to consider include time, confidentiality, and the need to train employees to give and process feedback constructively and unemotionally.

3. Cognitive tests

   Assessing cognitive skills helps gauge a person’s aptitude, quantitative and logical reasoning. Cognitive tests conducted during hiring might have been satisfactory for a specific role. However, if an employee needs to take on more responsibilities or shift to different roles, it is crucial to reassess their suitability. Cognitive tests help accurately assess this aspect.

4. Personality or behavioural tests

   To avoid discovering shortcomings post-hiring, many organisations gauge behavioural aspects through personality or behavioural tests during the recruitment process. Traits such as attitude and emotional intelligence (EI) are key enablers for workplace performance. Considering that hiring leaders is a significant challenge, most companies prefer to groom leaders in-house. The starting point would be assessing an individual’s leadership potential through AI-based performance indicator predictions. Additionally, since traits like EI and leadership skills can evolve, periodic reassessment is beneficial to understand an employee’s changing potential.

5. Knowledge tests

   Technical roles require specific technical capabilities like coding, scripting, and testing. While hiring, a candidate might have cleared the requisite technical tests for a position. However, as companies diversify into various fields and technology advances rapidly, it is essential to reassess the depth of their technical knowledge. This helps plan their career advancement and facilitates upskilling and internal mobility for new projects, instead of hiring.

6. Functional tests

   Measuring an employee’s knowledge and progression is essential, even for non-technical roles. Every employee undergoes formal and informal training during their tenure. Understanding the effectiveness of this training helps gauge the person’s performance and attitude towards learning. Furthermore, every function from HR to purchase is evolving. A traditional resume-screening recruiter may not be able to deliver the desired results now. The definitions and KPAs of roles such as Chief Financial Officer and Chief Purchase Officer have seen changes with a cascading impact on their team members. Thus, periodic functional tests are required for every role in order to ensure employee growth and engagement.

Ultimately, the type of employee assessments that work best will depend on the organisation’s size, sector, and nature of business. However in the long run, these assessments are crucial for driving the success of any organisation.

References

• elearningindustry.com
• mckinsey.com
• eskill.com
• business.linkedin.com

In today’s era of tech-enabled personalisation, almost every aspect of our lives has been transformed, including hiring. The traditional approach of administering standardised tests to numerous candidates has given way to customised tests.

Customisation helps identify the best-fit candidates based on holistically crafted assessments that gauge all aspects required for a specific role. It does so more realistically, with optimised resources and costs. As organisations increasingly adopt a skills-first hiring approach, customised assessments are becoming essential. They help elicit many hidden skills and traits of candidates that most standard assessments often miss.

How can organisations customise the assessments for their recruitment needs effectively? Here is a three-step strategy to achieve the desired outcomes using customised assessments.

1. Plan

They say failing to plan is planning to fail. When it comes to customised assessments, planning is critical for success. What are the factors one must consider while planning? Let’s take a look.

• Evaluate the hiring process to know at which stage the customised assessments need to come in.
• Analyse the roles that are hired and the relevant skills needed, including personality traits and cultural fitness. For example, customised assessments may work best for niche and specialised roles or leadership
  positions, while standard assessments might only need slight adjustments for other roles.
• Determine the best way to assess the required skills. Various assessment options are available such as personality tests, virtual reality (VR) assessments, multimodal assessments, gamification, and adaptive tests.These options help organisations become inclusive by ensuring a fair chance for people with varying abilities to perform their best.
• The question bank is one of the most critical aspects of a customised assessment. Customisation typically means no two roles or candidates get the same paper. Hence, there needs to be a robust, accurate, relevant and updated question bank of high quality to ensure that the planned objectives are achieved. This often requires input from subject matter experts (SMEs) from academia and industry. The question bank should include realistic workplace scenarios enabling candidates to demonstrate their skills fairly and transparently to ensure unbiased hiring decisions.
• Scoring can be a challenge, when there are varied customised assessments to work with. The planning must also consider weightages and score calculation based on performance data. Proctored and recorded assessments with customised reports can provide evidence to support hiring decisions.

Planning with these considerations can ensure customised assessments give the desired results.

2. Pick the right online platform

The best way to implement customised assessments is through credible online platforms. When choosing an online platform, several factors should be evaluated:

• Compliance: Ensure the platform meets applicable standards and regulations.
• Security: Check for data security and administration capabilities.
• Robustness: The platform should handle machine and internet issues, with recoverability options.
• Integrity: Look for features to identify fraudulent behaviours, such as impersonation alerts and live and automated proctoring.
• Integration: Assess whether the platform can seamlessly integrate with existing ERP systems.
• Cost-benefit analysis: Perform an analysis based on the volume and type of hiring to determine the platform’s value.
• Audit and admin requirements: Hiring is a key function in any organisation, and has to be transparent and accountable. Therefore, the platform must enable audit trails with data and reports with evidence for every hire. A recent LinkedIn report titled “Future of Work 2024” mentions six predictions shaping hiring strategies for the year. According to the report, companies redefining the quality of hires are focusing on implementing objective and evidence-based candidate assessment processes.

3. Track, measure and tweak

Periodic tracking and measurement of identified metrics are necessary to ensure the process is on the right track. Technological advancements are disrupting the status quo more rapidly than ever before. It is crucial to stay abreast of the trends and incorporate changes accordingly.

Collecting feedback from candidates and internal stakeholders can provide insights to further refine the process.

Advanced technologies like AI will only further augment hiring. Only a good strategy or a proven partner can ensure that customised assessments succeed. HirePro offers precise customised assessments to maximise hiring gains, covering the complete spectrum of virtual hiring, including customised assessments.

References

• LinkedIn.com
• carleton.ca
• asqa.gov.au
• business.linkedin.com