Talent, the right talent, is the new gold (or, should one say, the new oil?) that will fuel your organisation to new horizons. The right talent can spur your growth while reinforcing your resilience, ensuring that you remain head and shoulders above your competitors in this new age of dramatic change. It is no wonder that a 2017 McKinsey report states that almost one-third of leaders cite finding the right talent as their most significant managerial challenge.

When talent is so crucial to your growth, it stands to reason that you will have the right checks and balances in place. These checks are to make sure that only the right kind of employee becomes part of your workforce. Not an easy task when you consider the sheer number of candidates your hiring team has to sift through to find the right fit. For example, when Walmart launched a new Washington, DC store in 2013, it received 23,000 applications for 600 positions! It is essential that you have a robust screening process in place, when most of your job postings result in such a deluge of applications. Pre-employment tests are an excellent way to make sure that you are hiring the right candidate.

Pre-employment tests come in varied sizes and shapes. They are designed to evaluate the candidate’s suitability for a role. They range from tests that assess core skills to those that assess personality traits. Traditional methods typically involve standardised tests, interviews and reference checks, focussing on qualifications and experience. However, these methods may be subjective, prone to bias and lack predictive accuracy. They are also very cumbersome to manage. You need a veritable factory line of a hiring team to ensure that you are assessing all candidates fairly. This also means that only very large organisations that have a large hiring team and even an RPO on retainer can actually do any justice to the pre-employment tests administered. If you are a medium-sized organisation with less than 100 new job openings a year, the effort required to put a pre-employment test in place would have been daunting a few years ago.

The story has dramatically changed in the recent past. Hiring platforms now offer pre-employment tests that are AI-driven. AI-driven pre-employment tests utilise advanced algorithms and data analytics to analyse a broader range of candidate data, including resumes, assessments, social media profiles and online behaviour. These approaches can provide more objective and data-driven insights into your candidate’s capabilities, cultural fit and future performance. Let us take a look at the benefits of using AI in pre-employment testing.

Advantages of AI

Employs predictive analytics to identify top talent

Embedding AI capabilities in your pre-employment testing process is an ace in your recruitment pocket. Primarily because it allows you to analyse vast amounts of candidate data and identify patterns indicative of success in a given role. It then enables you to design tests that utilise advanced algorithms to assess your candidate’s skills, behaviour and cultural fit. These will prove invaluable for your hiring managers as they will empower them to make informed decisions backed by data-driven insights.

The AI engine analyses historical data on successful employees’ characteristics, performance metrics and tenure to create predictive models. These models then compare candidate profiles against the established benchmarks, identifying individuals with the highest likelihood of success. The results from the AI-driven pre-employment tests are then augmented with information that flows in from a diverse array of data points like resumes, assessments, social media activity and interview responses. This is how AI-driven tests can uncover nuanced insights that traditional methods might overlook.

Like any other AI-driven process, these pre-employment tests can continuously learn and adapt based on new data inputs, refining their predictive models over time. What this means is that your tests are no longer stagnant. They undergo continuous iterations to enhance their accuracy and effectiveness, enabling organisations to consistently hire top talent.

Automates candidate screening processes

AI-driven pre-employment tests have revolutionised candidate screening processes because of their ability to handle large volumes of candidate data efficiently with minimal disruption to your candidate hiring process. By automating the initial screening stages, these tests can sift through hundreds or even thousands of applications in a fraction of the time it would take for human recruiters. AI-driven tests can be easily integrated with your applicant tracking systems (ATS) and other recruitment software. This allows you to seamlessly streamline workflows and eliminate manual data entry tasks. So it reduces time-to-hire, allowing organisations to fill positions more quickly and stay competitive in the talent market.

Maximises hiring success

Hiring success is often measured on the basis of key metrics such as retention rate, time-to-fill, quality of hire, cost per hire, offer acceptance rate etc. AI-driven tests decrease the time-to-fill and cost per hire by automating candidate screening processes and streamlining workflows. SInce it allows recruiters to focus on the most promising candidates from the get-go, it also increases the quality of hire. This data-driven approach enhances the likelihood of selecting candidates who are well-suited to the role and the organisation. This, in turn, leads to higher retention rates, improved team performance and overall hiring success.

Improves diversity and inclusion efforts by eliminating bias in hiring

Traditional methods of screening or hiring are fraught with the danger of being biassed. Try as we may, we are, after all, humans. Even when we try our best not to let biases creep in, we can be prone to unconscious biases. AI-driven pre-employment tests utilise advanced algorithms that are programmed to focus solely on relevant job-related criteria and other behavioural characteristics based on the AI engines’ predictive analytics. This reduces the influence of subjective judgements and implicit biases.

AI-driven tests can also identify and flag language or criteria in job postings that may inadvertently discourage diverse candidates from applying, helping organisations craft more inclusive job descriptions.

Bumps on the road

While AI-driven pre-employment tests spell good news for the recruitment landscape, it would be prudent to acknowledge that there are concerns and challenges that you need to keep in mind as you take on this new approach. Let us take a look at some.

Privacy and ethical considerations

While AI-driven pre-employment tests are sure to make for efficient recruiting processes, we must not lose sight of the fact that these tests often analyse sensitive candidate data, including personal information and behavioural traits. This raises concerns about data protection and potential privacy breaches. So it is essential that you maintain transparency in data collection, usage and storage. You must also obtain informed consent from candidates. It would be a good idea to take a look at regulations such as GDPR and CCPA and see how you could integrate some of their guidelines to maintain trust with candidates and uphold their rights throughout the recruitment process.

Potential biases in AI algorithms

Let us not lose sight of the fact that AI algorithms are prone to biases like sampling bias, where the training data used to develop algorithms is not representative of the diverse candidate pool, leading to skewed results.

Algorithmic biases, overfitting and feedback loops are just a few of the biases that could creep into the algorithm. So carefully validate and regularly monitor the tests to make sure there are no unintended consequences

Integration challenges with existing HR systems

Integrating something new with something old can be a challenge. Differences in data formats, compatibility issues and customisation requirements are just a few of the hiccups you may face. The key is to ensure interoperability and data security between systems so that the integrity of candidate information is maintained. You will also have to invest in training and change management to facilitate a smooth adoption of the tests within the organisation.

Implementing AI-driven pre-employment testing is a significant change. Like any other change that you implement in your organisation, it requires careful planning and adherence to best practices to ensure a smooth and hassle-free transition. Here are some steps you could take to ensure that this change is welcomed and implemented with ease.

Clarity in objectives: Make sure to outline the goals and objectives of implementing AI-driven pre-employment testing. Ensure that these goals and objectives have the buy-in of all stakeholders.

Data collection and validation: It is imperative that you train the AI algorithm with the right data set. You can do this by assembling high-quality, diverse data sets to train. Make sure that they accurately represent the target population. Validate the data to identify and mitigate biases and ensure fairness in testing.

Reliability of providers: When selecting a vendor, ensure that they have a strong track record in AI and psychometrics. Check out if their methodologies are transparent and trustworthy.

Ethical considerations: Ensure that all stakeholders uphold privacy, fairness and transparency. Obtain informed consent from candidates, protect sensitive data and regularly audit algorithms for bias.

Integration with HR Systems: The new approach you want to adopt should seamlessly integrate with existing HR systems. Test compatibility and interoperability to minimise technical challenges.

Training and support: Provide comprehensive training to all stakeholders.

AI-driven pre-employment tests are sure to transform your hiring landscape. However, it would serve you well to weigh your options and choose the right solution before you make any long-term commitments.

Life expectancy has been increasing over the past few decades, pushing the retirement age way beyond the conventional. This change has ushered in a new era of a multigenerational workforce that comprises employees across generations.

So, today, organisations have a mix of employees who may be baby boomers, Gen Z, millennials, etc. Every generation brings forth different attributes, which make the organisation diverse and foster innovation. Businesses are now looking to hire candidates from different generations to reap the benefits of a multigenerational workforce.

If you have not built a multi-generational workforce, now is the time to do it!

Why you need a multi-generational workforce

Every generation brings diverse perspectives, skillsets and experiences. The organisation can harness these to create an environment where knowledge can be exchanged.

The exchange of ideas and knowledge across generations leads to creative solutions and fresh insights. It also fosters a culture of innovation and problem-solving.

Often, it is seen that the older generations are rich in experience and have expertise in their fields but lack expertise in the latest technologies. In a multi-generational organisation, the older employees can mentor younger employees based on their experience while the younger employees can introduce new technologies and trends to their older colleagues. Thus, employees can learn from each other, enhance their overall competencies and drive productivity.

In a multi-generational workforce, the experience and wisdom of the older generations blend with the openness to change of the younger generations. In a dynamic marketplace, this will make the organisation agile and competitive.

When you have employees across generations in your organisation, it becomes easier to understand the needs of a wide demographic and create personalised marketing strategies across generations. This boosts customer experience, leading to customer retention.

An inclusive work culture that includes employees from different generations attracts top talent. It also promotes employee engagement, job satisfaction and retention.
A multi-generational workforce paves the way for long-term sustainability. This is because it ensures a steady pipeline of talent and knowledge transfer while also streamlining succession planning. Long-term sustainability ensures continuity in the operations of the business and productivity.

While a multi-generational workforce is a great option for businesses, hiring candidates across generations is not easy! It comes with its unique set of challenges!

Challenges in hiring a multi-generational workforce

Before we delve into the challenges, let us first look at the different generations under consideration:

Silent generation (born 1928–45)
Baby Boomers (born 1946–64)
Generation X (born 1965–1980)
Generation Y (Millennials) (born 1981–1996)
Generation Z (born 1997–2012)

Every generation has its own unique set of needs and expectations from an organisation. Hence, an organisation cannot adopt a “one-size-fits-all” kind of approach to recruiting employees across generations.

One of the stark differences between the candidates of the different generations is the variation in their expectations regarding the communication methods used by recruiters. According to Purdue, Baby Boomers and Gen X prefer phone calls or face-to-face meetings. On the other hand, the younger generations prefer digital modes of communication.

Another difference is in the way candidates of different generations search for jobs. Older generations use conventional methods like classified ads, employment agencies, referrals, etc. By contrast, the younger generations look for a higher level of engagement. They prefer to communicate through digital channels like online job boards, employer websites, social media, SMS, etc.

There is also a risk of misunderstanding based on the communication style used. For instance, the intention can be lost while translating text from one generation to another. This is because candidates from the other generation may not be comfortable with the informality of technology.

In many organisations, there is an inherent age bias in the recruitment methods that are used. Digital channels like social media or job boards are more popular among recruiters for hiring candidates. However, these technology-based methods may not reach the older candidates who prefer traditional methods like classified ads.

There is a difference in the expectations of candidates from different generations from their employers. The older generations perceive their relationship with employers as formal, professional and transactional. In stark contrast, the younger generations look for employers who cultivate a socially responsible brand. They also prefer employers who align with their social and emotional needs.

This is a broad overview of the different expectations of candidates from their employers, which makes the job for recruiters tough. However, recruiters need to gain clarity on the specific needs of every generation and craft recruitment strategies accordingly.

Understanding the needs of each generation

Traditionalists or the silent generation

Most people in this group are either retired or work on a part-time basis. Individuals of the silent generation are working to either supplement their retirement fund or to stay active and engaged. Traditionalists usually prefer in-person interactions to communicating through technology. People of the silent generation are usually team players and would rather physically sit in meetings instead of using technology in the workplace.

Baby Boomers

They prefer to build interpersonal relationships by making phone calls or writing letters. However, boomers got exposed to technology quite early and are comfortable using mobiles and tablets. People of this generation have strong work ethics and are highly competitive, independent and self-assured. They thrive in a team environment both online and offline.

Gen X

Individuals of this generation are comfortable with smartphones, laptops, tablets and other tech tools. They are a self-sufficient, independent and resourceful generation that emphasises work-life balance.

Millennials or Generation Y

Millennials are a tech-savvy generation that is good at multitasking. They are hardworking, deadline-oriented and prefer instant feedback. They prefer to work for organisations that support community-centric causes. Gen Y likes to work for organisations that have a flexible environment and where they feel appreciated. They have a straightforward communication style and are transparent with their colleagues and managers.

Generation Z

These are the latest entrants in the workforce. Gen Z is independent, self-confident, and autonomous. The Zers are the most technologically advanced generation and are adept at using different tech devices from a very young age. This generation can absorb a lot of information in short timeframes. Hence, they can take on multiple responsibilities with aplomb. They are a highly educated generation since they are growing up in an era where knowledge can easily be accessed online.

Thus, we see that the needs, attributes and expectations of every generation are different and we need recruitment strategies tailored to their needs.

Building unique recruitment strategies for every generation

Baby Boomers: To attract baby boomers, you must highlight aspects like job security and stability. Provide them with detailed information about benefits like retirement plans, healthcare facilities, etc. Offer them options like part-time roles or flexible working hours. Make sure to use a mix of digital and traditional recruitment channels to connect with the Baby Boomers.

Generation X: Generation X is looking for opportunities for career growth alongside job stability. Hence, you will need to highlight how your organisation can help them meet their career goals. Emphasise aspects like flexible working hours, remote work and family-friendly benefits to highlight how your organisation promotes work-life balance. It is beneficial to communicate the mission, vision and values of your brand to the candidates. Online job boards, social media platforms like LinkedIn and your company’s website are popular channels where Gen X looks for jobs.

Millennials: You can attract this generation by highlighting that your business leverages the latest technologies and supports innovation. Showcase opportunities for learning and development in your organisation. Policies like remote working and flexi-hours that foster work-life balance are attractive to members of this generation. Make sure that you highlight company culture and social responsibility while hiring millennials.

Gen Z: Gen Zers spend most of their time on social media. Hence, the best way to connect with them is through channels like TikTok, Snapchat, Instagram, etc. Highlight diversity and inclusion in your organisation to attract Gen Z. Clear career advancement paths and opportunities for mentorship align with individuals of this generation because they are looking to get mentored and guided by experienced colleagues. Besides, Gen Z prefers to work for organisations that focus on social causes. Hence, you need to highlight how your organisation contributes positively to society.

It is quite obvious that the needs of every generation are quite different from each other and hence there is a need to bridge multi-generational gaps in the recruitment process.

Strategies to bridge multi-generational gaps

Tailor your communication style according to the generation you want to hire. For instance, Gen Z and millennials might prefer informal, digital communication, while boomers would look for formal communication through traditional modes.

Customise the benefits your organisation offers according to the specific needs of the generation you are hiring. For instance, baby boomers might look for retirement schemes while Gen Z might be looking for employment where they can get mentored.
When you are looking to build a multigenerational workforce, you will need to ensure that you foster an environment where the strengths of every generation are valued.
Also, build an environment where there is a seamless exchange of knowledge across generations, one in which every employee stands to learn and grow.

Recruitment of a multi-generational workforce becomes easy with the help of hiring platforms like HirePro.

HirePro uses AI-based tools and data analytics to gain insights into the preferences of each of these generations, based on which they screen candidates. The insights provided by the AI tools help recruiters build customised hiring strategies for different generations.

Resources:

• recruitee.com

The entry into a new organisation can be a daunting time for all new employees, whether freshers or those with several years of experience. In these days of talent shortages, the onus of ensuring that the onboarding of new employees is seamless lies on the organisation. If the onboarding process goes awry, it could be off-putting for the new joinees and that could, in turn, affect their decision to continue or stay at the organisation.

The number of employees working in a remote capacity has grown by 44 per cent in the last five years. According to Forbes, about 16 per cent of companies are fully remote and operate without a physical office. For such workplaces (and even others), virtual onboarding has become the norm. Here are some tips for companies to improve their virtual onboarding process and ensure that they get it right.

Assign mentors to guide the new recruits

When freshers join organisations, they need a lot of guidance to navigate the challenges of the workplace. This is where the concept of mentorship really comes in handy. Certain organisations assign mentors for new employees. The mentors usher the new recruits into the organisation and help them understand what is expected of them as they start contributing to the workplace. They act as sounding boards for the new employees and guide them on ways to deal with challenges that they might be facing as they navigate their new roles.

Establish effective communication channels

When people join a new organisation, their minds are filled with questions. These could be related to their roles and responsibilities, opportunities for professional development, work environment and tools or even company policies and procedures. To facilitate communication between the new hires and the organisation, effective communication channels must be established. A failure to provide good communication options with concerned team members in the organisation could lead to frustration among the new recruits.

Provide requisite training and resources

Though new joinees come with the training or experience that they have received at the college, university or previous workplaces, they still need guidance to effectively become a well-contributing member of the new organisation. This is where having suitable and readily available training resources could be of immense help in getting the fresh joinees up to speed and ready to take on work at the earliest. The training imparted needs to be well-planned by the human resources or learning and development department of the organisation, in collaboration with the respective business units where the new hires will eventually work.

Plan virtual team building activities

Joining a new workplace is an exciting time for new recruits, especially for freshers. Many of them often start with stars in their eyes and the desire to contribute meaningfully to the organisation. When these recruits join a workplace that is most often virtual, they experience feelings of isolation, leading to lower levels of enthusiasm that, in turn, lower work productivity. This is where online activities that promote team building can help establish connections and foster positive relationships at the workplace.

Showcase company culture

The way a company projects itself and showcases its culture is very crucial these days, when employer branding has become a must-have.

For example, companies like Adobe support their employees and prioritise work-life balance by giving them the flexibility to work remotely, adjust their schedules and make use of various wellness programmes. The company also fosters a culture of learning and growth by providing access to various learning resources. When a company’s commitment to employee well-being and development is showcased during virtual onboarding, it promotes and facilitates stronger working relationships with new joinees and sets the stage for their long-term retention in the company.

Have regular check-ins with new joinees

How are the new employees faring? Are they comfortable at their new workplace? Are there any challenges that they are facing? It is crucial for the HR department and the respective managers of new hires to regularly check in with them to understand their aspirations and pain points. If there are any issues that they are facing, rectifications must be made without delay to ensure that employees do not feel dejected or frustrated. This is also an opportunity to get feedback from employees on the onboarding and associated processes so that the requisite refinements can be made.

Onboarding new employees and making them feel included is not an easy task. The complications get compounded when the onboarding is virtual. However, with the right plan in place, virtual onboarding can be made a seamless experience for new recruits, ensuring that they feel included and a vital part of the team.

Resources:

• forbes.com

The rise of remote assessments offered a potential solution to traditional proctoring challenges. However, the assumption that online exams eliminated cheating proved to be overly optimistic. Credible industry reports, in fact, suggested a concerning persistence of dishonest practices in this new testing environment. A HirePro report on fraudulent practices by candidates during job assessments in India found that “cheating grew by 80 per cent without proctoring.”

However, the bright spot in the report was the finding that proctoring through a combination of audio, video and image technologies detected 98 per cent of instances of cheating. So, online proctoring works!

What is online proctoring?

Online proctoring helps safeguard integrity during online, academic, job or professional evaluations. Simply put, it is online invigilation with some great advantages.

Advantages of online proctoring

Here are some of the top advantages that make online proctoring popular.

Managing scale and schedule: Online proctoring makes it easy to manage scale and schedule tests. It eliminates the need for the physical presence of a proctor or makes it easier for the online proctors to manage, as the case may be.

Accessibility: An online hiring process is a huge factor in attracting talent. People can participate from anywhere, anytime, through any device, widening the reach of the talent pool when hiring. Additionally, advanced technologies enable customisation to accommodate accessibility for differently-abled people.

Convenience: Online proctoring eliminates travel for test takers and invigilators; it also facilitates easy scheduling of exams.

Integrity: Integrity is an uncompromising aspect of exams. However, ensuring integrity is quite challenging, especially in high-volume hiring. With in-built fraud-proof features, online proctoring assures hiring integrity.

Now, let’s look at the different kinds of online proctoring.

Types of proctoring and how they differ

Live proctoring

In live online proctoring, a human monitors the test, as is done for offline exams. The only difference is that the monitoring happens remotely. A person is designated to monitor the exam session and flag any issues that may occur, as they happen. If required, the proctors can pause or shut down the tests for any candidate. In this mode, the proctors can authenticate the candidates.

However, the efficiency may vary as humans are involved, especially at scale during long-duration exams. One can record these sessions to be reviewed later in case of any issues but it adds to the effort. Setting it up can be expensive. Besides, one cannot rule out technical snags.

Additionally, scheduling proctors can prove challenging. There need to be backups kept in readiness for unforeseen emergencies. For candidates, knowing someone is looking over them constantly as they take the exams can cause anxiety and impact their performance.

Automated proctoring

While executing campus or high-volume hiring drives, it may be best to opt for automated proctoring.

In automated proctoring, AI takes over the proctoring and eliminates the need for human intervention. Some of the advanced technologies used in automated proctoring include:

ID detection: Uses face or other ID detection technologies to verify the ID of the test taker

Audio and video monitoring: Helps monitor the environment and behaviours of the candidates, such as using cell phones, and helps record sessions

Browser monitoring: Monitors candidates’ browser for any violations like switching tabs, moving out of the test window, launching other tabs, etc. You can also secure browsers to disable shortcuts and copy-paste operations, prevent screen sharing, etc.

Automated proctoring is easy to scale and less expensive than other modes, has traceability intact for audit trails, comes with AI-backed customisable reports and insights and gives instant results. It is more effective than live proctoring. Also, the proctoring is invisible, relieving candidates from the pressure of being watched.

However, it lacks the intelligence to manage scenarios like false positives, privacy, data security, etc. For example, if a person is reading a question aloud to himself or herself, it can trigger an alert. Even technical glitches, Internet or power outages can raise alarms.

Thus, there are cons that one must address in both live and automated proctoring.

Overcoming the online proctoring cons

The best solution is a hybrid approach that combines the best of both worlds. Use customised automated proctoring that involves humans to address the cons. Also, implement new-age assessment techniques like randomised questions or adaptive testing to eliminate cheating during live proctoring. Use multimodal questions involving real-life scenarios to ensure unique answers.

The HirePro report proposes the following tips to ensure assessment integrity:

• Select a credible online proctoring tool that guarantees holistic monitoring using audio, video and image technologies.
• Before rolling out offers, incorporate AI-assisted human intervention to rule out any issues.

With this approach, one can fully leverage the potential of online proctoring.

Resources:

• linkedin.com/pulse
• hackerearth.com
• uopeople.edu

Behavioural assessments are instrumental in comprehending and optimising individuals’ potential within organisations. Let’s delve into two illustrative scenarios.

Scenario 1:

HR has been informed that members from a particular team are resigning one after the other. Investigation reveals that the team leader avoids resolving conflicts among team members, procrastinates decisions, and is usually absent in times of crisis! The reporting manager says, “How was I to know that this person cannot manage a small team, handle stress, or resolve conflicts when I promoted him? He was an excellent individual performer.”

Scenario 2:

A new marketing team achieves viral success with a product campaign. What’s the mystery behind this new team’s campaign clicking instantly, where previously others have failed?
The answer to both the scenarios presented above is the use of behavioural assessments! These assessments enable stakeholders to understand individuals’ behavioural traits, aiding decisions in hiring, promotion, and role alignment, thus avoiding scenarios like the first and effectuating scenarios like the second.

To understand this better, let’s take a look at a case study showcased in an SHRM article.

AMC Theatres integrated behavioural assessments into their hiring process, aiming to enhance guest experiences. This change led to a decrease in turnover from 200% to under 90%, while employee engagement scores saw a 40% increase over seven years. Moreover, there were notable improvements in customer satisfaction scores and revenues. Implementing behavioural assessments in hiring was so successful that they implemented it in promotion decisions, with a cascading positive impact on all other scores.

Having seen the significant impact they can have on various business aspects, let’s take a look at what behavioural assessments are-

Decoding behavioural assessments

Behavioural assessments help measure the various behavioural aspects of candidates in a holistic and accurate manner. Through cutting-edge AI-powered assessments, organisations gain valuable insight into personality traits, behaviours, values, attitudes, decision-making, leadership styles, emotional intelligence, etc. These insights help predict future behaviours/performances to chart effective L&D and career progression plans. Unlike traditional assessments, behavioural assessments evaluate cultural and role fitment meticulously, devoid of biases, thanks to their psychometric and scientifically robust foundations.

Some examples of behavioural assessments are Holland’s occupational codes, Gardner’s multiple intelligences, The Big Five personality factors, Myers Briggs personality tests, etc. Let’s revisit the scenarios from the beginning, to understand the impact of behavioural assessments.

The impact of behavioural assessments

In Scenario 1, a behavioural assessment like the Holland code could have predicted challenges stemming from a mismatch between the team leader’s personality traits and managerial demands, thereby guiding promotion decisions more effectively. For instance, a combination of enterprising and investigative traits in the Holland code suggests assertiveness, persuasiveness, and problem-solving skills—an invaluable insight for promotion deliberations.

In Scenario 2, the success of the marketing campaign can be attributed to a strategic composition of team members based on their behavioural strengths, as exemplified by Gardner’s multiple intelligences. The logically intelligent strategist analysed the data accurately to arrive at an impactful campaign. The linguistically intelligent copywriter conveyed it through compelling content, and the spatially intelligent graphic designer created stunning visuals. Their skills synergized seamlessly, culminating in a successful campaign.

Advantages of behavioural assessments in hiring

1. Assess fitment more accurately

   While hiring, it is expected that the person will become an asset to the company in the long term. Only if the values and ethics align can the person blend in easily with the organisational culture to perform and grow. The person must also have the necessary competencies to perform the role. These fitments can be assessed more accurately through behavioural tests. Thus, this approach improves the ROI in hiring.

2. Predict future success

   Traditional hiring relied on standard tests and a gut feeling about future performance. Behavioural tests remove the guesswork from hiring through reliable insights about a person’s traits and future performance predictors, making career progression easier.

3. Make data-driven hiring decisions

   Experts in psychology, data science, behavioural science, recruitment, etc., come together to create behavioural assessments based on the analysis of vast data sets. Hence, a credible behavioural assessment can help recruiters arrive at more accurate hiring decisions. It also removes all biases, as decisions are backed by insights and reports. Such an approach creates diverse and better-performing teams.

4. Enhance employee engagement and development

   Insights from behavioural assessments help personalise employee engagement and development plans, augmenting employee retention initiatives. Further, sharing the insights with reporting managers gives them a deeper understanding of employee traits, strengths and weaknesses, facilitating effective membership and guidance.

   By incorporating behavioural assessments into hiring practices, companies can mitigate risk, avoid wrong hires, save time, cost and effort, enhance decision- making, and foster a culture of improvement and success. Customising these to suit specific roles will streamline talent management in its entirety.

Resources:

• shrm.org
• linkedin.com/pulse
• forbes.com
• indeed.com
• skillshub.com

Hybrid is the new norm in the evolving landscape of work, significantly shaping the future of talent acquisition and retention. Insights gained from studies by reputable industries underscore its impact.

• The best way to retain top tech talent is by providing a flexible or hybrid work environment – Deloitte study.
• 55% of employees said their tenure at their current organisation depended on whether or not they could work flexibly – Gartner research.
• A flexible or hybrid work policy can significantly impact hiring. Hence, recruitment teams will advocate for the implementation of flexible workplace policies – The LinkedIn Future of Recruiting 2024 report.

Embracing a hybrid recruitment strategy has become imperative in a highly competitive talent market. Consider some pros and cons –

Pros:

• Provides access to a larger, more diverse talent pool.
• Cost-effective measures.
• Easily scalable for high-volume hiring.
• Streamlines hiring processes enhancing efficiency, flexibility, and convenience.
• Improves the hiring experience of candidates, particularly catering to Gen Z expectations.
• Future-proofing against disruptions like the COVID-19 pandemic, blending traditional and modern hiring approaches.

Cons:

• The initial investment in technology/infrastructure can be high.
• Potential challenges with limited human interactions, leading to trust issues.
• Integrity concerns in online assessments, such as cheating.
• Technology related issues like AI biases, data privacy and security.

Introducing a hybrid strategy early in the hiring process is an effective method for demonstrating the value of the hybrid work model to candidates and aligning them with the intentions of the organisation.
Here are four ways to strengthen the hybrid recruitment strategy:

1. Craft a comprehensive hybrid hiring process:

   Segment each stage clearly into virtual and in-person modes to maintain a balanced hybrid approach, preventing candidate dropouts. During the crucial stages like interviews and onboarding, split virtual and in-person interactions to keep the candidate engagement going. Customise the process based on industry, geography, organisational size, hiring goals, etc. Tailor strategies for different roles, considering factors like intern hiring, leadership recruitment, and scalability for varying company sizes. The hybrid model has different benefits according to the size of the organisation. It works well for small businesses as cost-effectiveness is paramount. For midsize companies, it will help them remain competitive, whereas for large organisations, it’s about attracting talent and managing volumes.

2. Leverage technology, especially AI tools:

   According to the LinkedIn Future of Recruiting 2024 report, 41% of recruiters report improvement in overall productivity owing to the use of Gen AI tools. AI tools can be leveraged for enhanced productivity, such as improving job descriptions, automating screening processes, implementing online assessments with live proctoring, and personalised onboarding experiences.
   This technology can be utilised to assess the cultural fit of candidates for hybrid workplaces, bolster employer branding, and advance Diversity, Equity, and Inclusion (DEI) goals. Explore gamified, multimodal, and VR-based assessments, where real-life scenarios can be recreated to gauge candidates holistically- for specific sectors to ensure optimal candidate fits and effective scalability for high-volume hiring. With the use of this tool, organisations can also gain insights during the hiring process, which will help them plan career development, training, etc., much more effectively in order to aid employee retention.

3. Incorporate collaborative hiring:

   Live and interactive video interviews by multiple interviewers help incorporate effective collaborative hiring. This approach provides candidates insights into the work culture and facilitates interactions across various departments, enhancing the overall candidate experience and improving hiring decisions through diverse perspectives, while keeping the human angle intact.

4. Continuously evaluate and refine hybrid strategies:

   Developing a successful hybrid strategy may take some time, and would require periodical tracking, measuring and tweaking in order to arrive at an optimum process. Incorporate feedback mechanisms to gain insights into the issues, subtle inconveniences, areas of improvement, bottlenecks, etc. Utilise AI-backed insights and reports for data-driven decision-making, focusing on enhancing the candidate experience and optimising retention strategies.

In conclusion, a robust hybrid recruitment strategy is essential for attracting and retaining talent across organisations of all sizes. By implementing best practices and leveraging technological advancements, businesses can maximise the benefits of hybrid approaches while mitigating potential challenges effectively.

Resources:

• linkedin.com/pulse/
• linkedin.com/advice
• shiftbase.com
• hrlineup.com
• thedigitalworkplace.com
• gartner.com
• deloitte.com
• business.linkedin.com