Collecting more data “beyond the resume” at the application stage, reducing the risk of prematurely screening great candidates out. Employers are shifting to new candidate assessment and profiling methods that are augmenting and replacing the resume. These include psychometric tests, video assessments, skills assessments and fit questionnaires. Employers are embedding video questions in first stage applications as an additional tool to collect more soft skill and fit data from candidates in one step, reducing time to fill and compressing four interview steps into three. Watch this short video to learn how video is having an impact.

Structured and standardized interviewing with digital interview platforms are improving fairness and defensibility in talent decision making. With diversity an important topic on the minds of employers, hiring teams are auditing their hiring and evaluation practices to ensure bias is reduced. With digital interviewing processes, hiring teams can now use digital scorecards and collaborative decision making to increase transparency in the process and ensure all candidates are delivered the same experience with the same evaluation. Watch this short video to see how employers are committing to diversity hiring practices.

Automated competency scoring use as a data-support tool for recruiters in candidate evaluation. As employers get comfortable with the use of AI in their assessment process, there is a phased adoption step that is being embraced. This allows hiring teams to run automated scoring in the background as a method to provide additional data to hiring managers about candidates and their responses. This data-assist can be hidden in the background and will only display as a flag if there is a 15% variation from the recruiter score. Learn more about competency-based scoring and video assessments.