“Let’s just say I know a guy…who knows a guy…who knows another guy.” – Saul Goodman

Can you fathom what might have happened if Saul Goodman hadn’t said these words on the hit TV series “Breaking Bad”?

While it might have saved us some tears at the season finale, it got the protagonist Walter White in touch with Tuco Salamanca, and without spilling any spoiler beans, we can safely say that it took the show to a whole new level.

In the corporate world – referral recruitment is the equivalent of that.

But what exactly is referral recruitment?

Simply put, it is a strategy where current employees of a company are encouraged to refer contacts for vacant positions within the company.

It is a tactic where companies empower employees to become brand advocates and through word-of-mouth attract top talent from their peer networks to work for the company.

This is not a new concept – referral programs have existed since the time of Julius Caesar’s rule in 55 B.C, who apparently offered 300 sestertii to any soldier recruiting another into the Roman army.

The amount was far from measly as it amounted to almost one-third of a soldier’s annual pay.

Fast forward many centuries later, companies continue to harness the power of referral recruitment to get high-potential candidates to work for them.

In this article, we will explore how referral recruitment is better than most other recruitment methods and ways in which companies can make it more efficient.

5 Benefits of having a referral program

1. Higher retention of employees

   Retention is a top concern for talent leaders all over the world. Referrals are the perfect vessels with which to wade the murky waters of talent acquisition and retention.

   This is because the turnover rate of referred employees is found to be lesser than non-referred employees who are hired through other recruitment mediums.

   Research shows that 56% of referred employees stay for over five years in their current position, and over 70% stayed in the same position as the time of hire, which indicates higher job satisfaction.

2. Higher employee productivity

   A study by Stanford found that referred employees have higher productivity compared to employees hired through alternative channels.

   They were also found to have better company fitment, which is a top priority for employers, as the referred candidates are aware of the company culture and working conditions at the time of joining the company.

3. Costs a fraction of other recruitment methods

   When your employees recruit top talent for you, you cut your talent acquisition costs significantly.

   You save on advertising costs for job boards, the cost of hiring an RPO or a staffing agency, recruitment drives, and more.

   The financial incentive that you pay employees when a referral gets hired is only a fraction of other recruitment costs.

4. Leads to higher innovation

   Yes, you read it right — referrals were found to boost innovation according to the study titled “You’d be perfect for this: Understanding the Value of Hiring Through Referrals.”

   The social synergy at a workplace where employees have more friends leads to more innovative ideas compared to a workplace with fewer referrals.

5. Saves time

   Referrals skip the Awareness and Consideration stages of the recruiting funnel (depicted below) and skip straight to the Selection or Interview stage.

   This cuts a big chunk of the total time taken to hire the candidate.

   The larger the percentage of your workforce you hire through referrals, the more time you save on recruitment.

   

   Image Source: Glassdoor.com

5 steps to improve your referral recruitment

Is referral programmes good as it sounds? In a word, yes! But it’s slightly more complex and involves examining areas that need to be enhanced to get the full benefit of employing referral programs.

1. The incentive structure for referring candidates

   The report by ICIMS titled “The impact of successful employee referral programs” shows that out of a whole range of program characteristics, one of the top areas of improvement in companies included an appropriate incentive structure for referring candidates.

   Caesar understood the importance of incentivizing the process back in his time.

   But things have changed since then. Money is no longer the chief motivator for employees to refer their peers; their motivations are more altruistic in nature.

   The biggest incentive for employees is helping their friends followed by helping the company (as seen in the image below).

   The incentive structure of a company should account for these intentions.

   While employees might appreciate small monetary perks, recognition from the company and the team for their contributions are far more likely to appeal to them and will encourage them to continue referring more talent.

   

   Image Source: Linkedin.com

2. Educating employees on the positive impact of referrals

   Employers assume that employees understand the importance of referrals, however, that might not be the case.

   It is important to let employees know the positive impact of referrals and highlight any specific contributions and recognize their efforts by giving first-hand examples from the team.

   A great way to do this is to set reminders to discuss any examples or reinforce the positive impact of referrals in team meetings or during one-on-one sessions.

   Referrals must be proactively encouraged by employees to attract passive top talent in their networks who might not be looking to switch roles or jobs.

3. Leveraging technology to support the referral process

   While companies recognize the importance of tracking via technology, this is an area where they are severely debilitated according to the ICIMS report.

   Companies need to invest in applicant tracking systems (ATS) with a built-in employee referral program that keeps tabs on the hiring process.

   These systems also track the financial incentives paid to employees when referrals become new hires.

   To get true ROI from this technology, consider investing in one that also gathers important statistics, such as the tenure of new hires within the company.

   Some companies are also implementing out-of-the-box solutions to track the referral process better.

   Dropbox, for instance, built an app where employees can enter their referral into the system and can track the various stages of the hiring process using the app.

   Integrate with marketing

   The report by LinkedIn titled Global Recruiting Trends 2016 showed how talent acquisition needs to partner with marketing to get brand excellence.

   This will help increase awareness and educate employees and passive candidates about the company culture and brand.

4. Timely communication with the referral

   The biggest reason for referrals not converting to hires is “untimely communication.”

   While passive candidates might not mind waiting for an organization to tell them of their progress, candidates who are actively looking for opportunities have a higher chance of accepting competing offers and prefer a company that keeps them informed on their application status.

   Timely communication at every stage of the hiring process is key to retaining the interest of referrals.

5. Ensure the talent pool is diverse

   According to LinkedIn’s report on Global Recruiting Trends 2017, recruiting more diverse candidates is one of the top three important trends that will define the future of global recruiting.

   When it comes to referral recruiting, companies must be careful not to recruit a homogenous workforce as there is a chance that people would refer to others who are most like them.

   So, companies that don’t have a diverse workforce, to begin with, might not have a diverse employee referral pipeline and might end up with a more standardized workforce.

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Referral recruitment is old but not obsolete

Referral recruitment has not lost its luster in the recruiting world as almost 48% of the world’s talent leaders get quality hires using employee referrals, as per LinkedIn’s report on Global Recruiting Trends 2017.

In India, at least 65 percent of recruiters are reported to be using employee referral programs to attract quality talent.

This is a trend which might have started centuries earlier but is here to stay as 26% of employers considered employee referral programs to be a long-lasting trend.

To provide true ROI though, employers must ensure that they have a robust system in place to educate and empower employees and a system to track the referral process while striving to make the process more transparent and convenient for them.

Hire talent in your pipeline unbiased with HackerEarth Recruit

A vestige of a by-gone colonial era, our modern-day education system, with its outdated teaching methodology and questionable assessment modules, is in dire need of an overhaul.

Although it permeates our everyday lives, technology in education is yet to impact our systems in an effective and meaningful manner.

If one were to compare today’s classrooms to those 20 or 30 years back, there wouldn’t be any substantial difference in the way subjects were taught or the assessment methodologies adopted to gauge its effectiveness.

The latter in particular has been completely unaffected by technology, and we are going to explore the reasons behind this.

Why the unwillingness to adopt online assessment in education?

A majority of professors use technology in education primarily to better plan their lessons and make more engaging presentations.

When it comes to tests or assessments, however, they opt for the same antiquated pen-and-paper routine.

While it is understandable that you shun technology to assess a literature paper, it is difficult to understand why technology is not judiciously used to assess students of engineering or similar technical streams.

Let’s look at some of the reasons and possible solutions to address them.

1. Lack of training

   According to a 2006 study by Hew and Brush, one of the primary obstacles to adopting technology in education was inadequate knowledge and skills.

   A prerequisite for using traditional software tools was a fair amount of technical know-how and skill.

   Those unfortunate ones who weren’t in possession of such skills had to be trained to use these tools, which was a time consuming and expensive affair and might explain the reluctance that most educational institutions have towards adopting such technology extensively.

   However, the newer breed of technology tools, with their intuitive designs and interface, and faster onboarding experience makes it effortless to adapt and adopt.

2. Pressure to confirm

   The brave souls who do try to do things differently are almost always frowned upon by traditionalists, who are reluctant to change their ways.

   There are two possible outcomes to being subjected to this sort of pressure — they either keep fighting the good fight till others see merit in their newer ways, or they succumb to the pressure and give up.

   However, a technology that is effortless to operate can help in turning even the hardest cynics into supporters of technical assessments

3. Changes needed at a policy level

   In any classroom, there are typically two forms of assessments conducted — formative, conducted over the course of teaching to monitor student learning, and summative that are the standard tests or exams conducted at the end of a term or semester to evaluate student learning by comparing it against a benchmark.

   While colleges or schools can take liberties by conducting formative assessments to gauge how well a student understands a concept, it cannot substitute a tech assessment with a summative one that is conducted in accordance with the board of education, unless thus approved by the board.

   Changes at a policy level to technically transform traditional assessment, however, can ensure that our students are assessed effectively and comprehensively.

4. Test-centric mindset needs to change

   At a very fundamental level, we define academic achievement by how well someone does on a standardized test.

   Our education system is also designed to help achieve better test results rather than helping students understand a concept clearly.

   Introducing a tech assessment model requires a shift in mindset where we assess the student to better understand his weak areas and strengths and then use those parameters to design teaching to be most effective.

   Most technical assessment tools come built-in with data-driven analytics that allows its users to comprehensively analyze the progress made by each student.

   Such comprehensive and relevant reports can go a long way in convincing our educators to change their approach towards assessments in general.

Benefits of online assessment tools in education

Creating assessments for the entire class, not once or twice a year but repeatedly year after year is a tedious routine that our teachers/professors undertake.

However, their work doesn’t end there.

After creating these assessments in a variety of forms, the next task is grading them and providing appropriate feedback for the entire class and that too, in a timely manner.

It is in this context that digital tools come in handy.

Authors Ros Smith and Lisa Gray’s 2016 guide on enhancing assessment through technology explains the lifecycle of assessment and feedback.

According to them, most educators use technology mostly during the ‘Supporting’ stage of the lifecycle, whereas, technology can add considerable value at the ‘Submitting’, ‘Marking and production of feedback’ stages as well.

For instance, during the submitting stage, not only can the software give reminders of upcoming submission date, but students can also conveniently submit their assignment online without having to physically hand-in their assignments.

During the marking and feedback stages, educators are presented with the advantage of not having to carry around the bulky bundles of assessments, and instead access it online anywhere.

Tech assessments also ensure consistency in marking, along with the option to provide written, audio or video feedback comments.

Let’s explore a few other advantages of using online assessment tools.

1. Built-in flexibility to assess an array of skills and competence

   The design flexibility that most tech assessments come with, presents educators with the opportunity to assess a wide range of skills and competency in their students that are far and beyond what any standardized test can offer.

   Apart from testing students on a range of skills, this type of online assessment tool closely simulates real-world scenarios.

2. Transparency in marking

   Tech assessments typically come programmed with the option to specify marking criteria, based on which tests are typically graded.

   These criteria are transparent to all and make for an unbiased and impartial grading system.

3. Delivery schedule can be timed

   Online assessments tools can be customized to deliver assessments as per a specific schedule (bimonthly or weekly, for instance) with minimal input from teachers, thus offloading a lot of their workload.

   Apart from a delivery schedule, these assessments can be customized to automatically mark or grade the submissions, further reducing the workload for the teachers and making the grading system more efficient.

4. Enables deeper learning

   Thanks to the efficiency of such assessments coupled with its precise feedback, students, and teachers can target both strengths and weakness and promote deeper learning of concepts.

   This form of learning builds genuine interest to pursue a subject which also reflects in improved results in subsequent assessments.

5. Customizationfor students with disabilities or learning difficulties

   Technology can make it simpler for students with disabilities or learning difficulties to perform better during assessments by customizing it as per their needs or requirements.

   For instance, one can opt to take the assessment in an audio/visual format, or customize the presentation of the assessment by tweaking the font, text size, etc as per individual need, thus ensuring a level playing field for all those involved.

6. Other benefits of online assessment tools

   Apart from the above-mentioned benefits, tech assisted assessments also gives students the opportunity to access it from anywhere or anytime.

   Ease of customization also ensures that based on statistics of performance, each course module can be tweaked as required.

   The timely manner in which results are published also enables teachers to review their lessons and courses much more effectively.

Using the right online assessment in education for the right purpose at the right time

While the merits far outweigh any drawbacks that this form of online assessment has, the main concern many expresses is regarding the technical support required in an event of a software issue cropping up.

This would delay a scheduled assessment from taking place and throw a spanner into a process that has been set in motion.

There is also some concern about how technology can bring about a more pronounced student-teacher gap because of the high levels of automation possible in these tools.

But what we all need to realize is that technology is a double-edged sword, there are bound to be several concerns over such a large-scale implementation, but if used judiciously and with discretion, it has the power to unlock a gold mine of opportunities.

While top companies like Amazon, Walmart, Accenture, and other fortunes 500 companies are building campus recruitment strategies.

It is essential for school and universities to train their students for the assessment of futures.

Learn how HackerEarth had helped Universities develop their learning and development program with online Assessment

A report on the National Employability of Engineers released last year by Aspiring Minds showed that a mere 3.67% of software engineers are employable for large-sized companies. Other statistics show that 90.72% of graduating engineers do not have the programming and algorithm skills desired by IT product companies, 72.77% lack soft-skills, and 59.40% lack cognitive skills.

With such dismal numbers, how do you test developers who are graduate or senior engineers with the right mix of skills to fulfill your requirements? In this article, we will talk about the hiring process for developers with the required talent for your company and what to focus on when hiring fresh and senior engineers.

Regardless of the level, you’re recruiting for, the first step is the same — defining your requirements in the form of skills needed and roles and responsibilities to be performed.

“Alice: Would you tell me, please, which way I ought to go from here?
The Cheshire Cat: That depends a good deal on where you want to get to.
Alice: I don’t much care where.
The Cheshire Cat: Then it doesn’t much matter which way you go.” – Lewis Carroll, Alice in Wonderland

Just like Alice, you will have trouble getting to your destination — finding the perfect candidates — if the path or requirements are not well-defined. Once you have defined the requirements, you can start the hiring process for your candidates.

Difference between senior and junior developers

Understanding the distinction between senior and junior developers is crucial for tailoring the hiring process effectively. These differences span various aspects, including:

Hiring Process for a Fresh Graduate

Since a degree is clearly not a relevant measure of employability, it is critical that the hiring process is able to ascertain in other ways whether the candidate has the right skills and is a good fit for the company. It should check whether the candidate has technical acumen along with necessary soft skills such as the communication and interpersonal skills to work in a team. The hiring process for a fresh engineer looks something like this:

Sourcing

The first step in the hiring process is to source the right candidates for the job. You could try campus placements, use outside recruiters who do the sourcing for you or use inbound recruitment techniques to attract the right candidates. Any or all of these sources could give you a pool of candidates for consideration.

in this FastCompany article, Keawe Block, a recruiter at Google, says that they look for candidates who have experience at hackathons, coding competitions, or have had programming assignments at work. Check the resumes to see what coding languages they know, and what relevant internships they might have done. These give an insight into their technical acumen which can be tested further in the next stages.

Screening

You have a targeted pool of potential recruits. The next step is to filter them further by testing these candidates on their technical skills. Alternatively, you can use tools (such as HackerEarth Recruit) which have an online coding test, that allows you to check scores in real-time and use detailed test reports to analyze performance.

Selection

Depending on the job requirement, this could be an interview or a series of interviews with supervisors and peers. If your engineers are expected to work in an agile environment, your questions should check for whether the candidate is a team player, is patient, and resilient as she would be working for long periods of time with the rest of the team. Check mainly for “fit,” whether you see the person blending in and growing with the company.

Lastly, it does not matter if the candidate is not a full-stack developer, as long as she demonstrates a willingness to learn and has the right attitude. Technical requirements of companies are ever-changing, and any skills one has today might be rendered redundant tomorrow.

Hiring Process for a Senior Developer

The hiring process for a senior developer differs vastly from that of a fresh graduate. For starters, the emphasis is on experience and accomplishments in past roles. The other vital difference is in sourcing senior managers, which is much more challenging because of the limited pool of qualified senior engineers available.

The hiring process for a senior developer looks something like this:

Sourcing

With fresh engineers, there is a problem of plenty; with senior engineers, the opposite holds true. There are few engineers at the senior level who have skills that you need, and they might not be motivated to switch jobs. Referrals are the perhaps the best approach to attract candidates in this case as they referrals a mutual interest from both the employer and the potential hire. You can also use inbound recruitment techniques, such as your website and social media handles, to advertise and invite candidates to apply. Alternatively, you can use recruiters to do the sourcing for you.

Screening

The quickest way to screen candidates is to conduct telephonic interviews where you can ask them for further details about their experience and skills. A more detailed way to check their acumen would be to assign a coding test, allocate some time to work on it and do a review with them. This gives you a chance to see them in action and judge their ability in a practical manner.

Selection

The selection involves interviews with the top management. The number of interviews is usually lesser for a senior engineer than a fresh graduate. The interview will focus on the candidate’s experience and how that might be relevant to the role that the candidate is being interviewed for. The interview should focus on how he has demonstrated leadership skills in the past with relevant examples. A candidate that attends conferences and technology meet-ups indicates that she’s in touch with changing technology trends.

No One-Size-Fits-all-Solution

Since the requirements for graduates and senior engineers are different, the skills tested and the hiring process cannot be the same for both. While you look for leadership skills, stability, and relevant experience for a senior engineer; you look for aptitude, a willingness to learn, and culture fit while hiring fresh engineers. As stated above, it all needs to tie back to the company’s requirements. A vital point of difference is also negotiations with senior candidates. It is difficult to make the switch if they don’t get the salary they’re looking for. With fresh graduates, because of the abundant supply, it is possible to find someone in your budget, but with senior engineers, the salary must be lucrative enough, hence the negotiations take longer.

If you are looking for a recruitment solution to efficiently hire fresh and senior talent for your organization, sign up for a free trial of HackerEarth Recruit

“The human workforce is valued at $ 1.2 quadrillion, compared to $ 521 trillion value of physical Assets,”

says Korn Ferry, an executive search, and recruiting firm. With such value being placed on people, resources that typically appreciate over time, there really is little need to underline the need for top quality talent if organizations hope to walk confidently into the future.

We couldn’t agree more.

Changing perceptions and technological advances have redefined the role of Human Resources. In the realm of talent management, HR is no longer confined to tasks such as screening, interviewing, and hiring candidates. HR Managers are transforming into Talent Acquisition Managers, Happiness Officers, People’s Operation Managers, and a lot more. They have now become the harbingers of change in dynamic business models.

What is a talent assessment tool?

A talent assessment tool is a software application used by HR professionals to evaluate candidates’ skills, abilities, and potential for specific job roles. These tools use various methods, such as psychometric tests, cognitive assessments, and skills evaluations, to provide a comprehensive understanding of a candidate’s qualifications.

Talent assessment tools use data-driven insights to help organizations make informed hiring decisions, identify high-potential employees, and tailor development programs. They enhance the recruitment process, ensuring a better match between job requirements and candidate capabilities, ultimately leading to improved organizational performance.

What challenges do they need to overcome?

“Human resources are like natural resources; they’re often buried deep. You have to go looking for them, they’re not just lying around on the surface. You have to create the circumstances where they show themselves.” (Ken Robinson)

When it comes to talent acquisition, be it a Fortune 500 company or a startup, their hiring concerns are quite similar. Apart from struggling to find skilled, committed workers, they have to deal with so much more. One in four candidates complaints about bad recruiting experiences and that hampers the brand image considerably. With companies like PepsiCo adopting location-free work arrangements to retain talent and companies like Panasonic touting ‘Learn, Live, Achieve’ as their core philosophy, job seekers now demand a better recruitment experience. The HR personnel is expected to make this happen and deal with any fallout. (Read: 7 ways recruiters can increase the offer to joining ratio & avoid drop off)

Instead of leaving you to wonder how you can get the most suitable talent for the job roles you advertise, we’ve got a near-perfect solution for you. Switch to a talent assessment tool that can resolve the fundamental concerns of managing volumes of applicants while ensuring you shortlist the right technical candidates.

Why are talent management tool important for human resource?

Newspaper advertisements and paper-based job applications are a thing of past. Brick-and-mortar offices are changing into work-from-anytime-anywhere business models. You no longer have tons of skilled candidates, and struggles of ‘talent hunts’ are real. Millennials are the “new adventure” for HR managers as they don’t often stick to a place for long anymore. Employees now demand real-time feedback and innovative recruitment campaigns.

These changes need new kinds of approaches, out-of-the-box thinking, and more. This shift in the role of HR has compelled the industry to think of technology solutions that not only help HR managers understand the right skill set easily but also help them retain and encourage the right resources while ensuring candidates enjoy personalized experiences and regular constructive feedback.

For example, to deal with a deluge of applicants and find the brightest software developer, Microsoft included a small test at the time of application. Those who had the requisite know-how and a mathematical bent of mind easily cracked a cryptic phone number in the test and were shortlisted for further rounds. A gamification of this sort increased the volume of quality candidates and helped the company reject candidates with a concrete reason, hinting at a scope for improvement.

Talent assessment tools track the applicants through their performance on a coding platform like HackerEarth and other sources and help the HR to build a personalized experience for the candidates based on their performance in each challenge they have participated. This includes mapping their journey from the time they apply for a job to their joining and service with the company.

When do you need a talent assessment tool?

More than 60% millennials believe in proper background research on organizations and the job roles they’re applying for.

HR has to make the company look good. Negative reviews can do serious damage.

This has made the job of HR managers tougher. The one-shoe-fits-all approach needs to change and they’re now responsible for painting a better picture of the organization and ensure complete transparency.

To showcase the best of company culture, Twitter did a “Join the Flock”recruitment campaign. It was a hack week for employees as they were challenged to make the best/worst recruiting video. The campaign culminated in a video that featured the company CEO, Dick Costolo, who shared the hiring information and at the same time mocked the outdated workplace and their training material. A campaign of this sort leads to better employee engagement and also gets the message across interestingly.

Managers can no longer reject candidates without giving them concrete answers. Talent management assessment tools, empowered with predictive and prescriptive analytics, empower HR with the right recommendations to aid decision-making while selecting candidates.

How do you find the best talent assessment tool?

That’s a tricky question. HR personnel is constantly dealing with the dilemma of deciding to buy a tool or develop it in-house. Most of the time, the latter case gets ruled out due to limited technical knowledge in HR departments. The right approach is to rely on experts with proven experience in the HR-tech domain. It’s important to hire vendors who understand your business models and the needs of the job profiles.

Tools using Machine Learning and BigData Analytics are considered better and more reliable as compared to tools which lack data analysis and in depth candidate report. Organisations can use Social Media Analytics and other forms of data analysis to get an in-depth knowledge of candidate behavior. These tools give you solutions like work samples and simulations, cognitive ability tests, personality, or conscientiousness tests, structured interviews, unstructured interviews and a lot more effective forms of candidate examination. (Read: How to pick right assessment tool?)

5 best talent assessment tools

1. HackerEarth HackerEarth is a comprehensive coding assessment platform that helps organizations identify and evaluate technical talent through coding challenges, hackathons, and real-world projects. Its user-friendly interface and robust features make it a popular choice for both recruitment and employee development. The platform offers automated grading, anti-cheating measures, and detailed analytics, ensuring accurate and fair assessments. Additionally, it provides real-world projects that simulate on-the-job tasks, helping to assess practical skills and problem-solving abilities.
2. Criteria Corp Criteria Corp offers a wide range of pre-employment tests designed to measure cognitive aptitude, personality, and skills. Their scientifically validated assessments help organizations predict job performance and ensure a good fit between candidates and roles. The platform’s user-friendly interface and detailed reporting make it a valuable tool for HR professionals.
3. SHL SHL provides a variety of talent assessment solutions, including cognitive ability tests, personality assessments, and situational judgment tests. Their tools are backed by extensive research and are used globally to improve hiring decisions, identify high-potential employees, and support talent development initiatives.
4. iMocha iMocha is an advanced skills assessment platform that offers a wide range of tests covering technical, cognitive, and soft skills. It features an AI-powered proctoring system, automated grading, and detailed analytics to ensure comprehensive and unbiased assessments. The platform supports over 500 skill assessments, making it versatile for various industries.
5. Mettl Mettl is a robust online assessment platform that provides a suite of tools for pre-employment testing, employee development, and certification. It offers customizable assessments, real-time proctoring, and detailed reporting. Mettl’s platform is highly scalable and supports a wide range of assessment types, including cognitive, technical, and behavioral tests.

How do HR analytics technologies help?

According to PwC’s Global HR Tech survey 2017, only 14% employers are very satisfied with the HR analytics technologies they have on board. This throws open massive opportunities for HR managers and domain experts to come up with viable solutions for talent management. Here are a few recommendations to improve your HR technology support and planned implementations.

• Draft a report which gives insights beyond basic operational and compliance statistics
• Do not be afraid to integrate data from external resources
• Select the right metrics and Key Performance Indicators (KPIs) and place them in easy to understand dashboards
• Invest in applying Big Data concepts
• Leverage Cloud Technology to safeguard data for predictive and prescriptive analytics
• Increase the use of analytics and data-driven decisions

What are the benefits of talent assessment tools?

Like we said earlier, talent assessment tools are the need of the hour. Technology is now the key enabler in businesses and helps in strategic decision making. The biggest benefit is that these tools help you counter the volume of applicants with a lot more ease. Machine Learning algorithms shortlist the best candidates on the parameters you want and leave you with results that are to the point. This also confers a global mindset to the organizations by ensuring the best applicant experience for their potential candidates.

Real-time feedback, which you get from talent assessment tools, plays a crucial role in ensuring an employee’s progress and loyalty. Gamification is another advantage as it helps employers up their game in terms of employee engagement. The best example of gamification for recruitment and employee engagement possibly comes from Marriott Hotels. The global hotel chain designed virtual tours and video games on their website to attract potential employees through their websites. The players completing some of the “tasks” were shortlisted and later called for interview.

What is the next step?

The future belongs to those who will lead the change and that can happen only if you acquire and retain the right talent. Join the bandwagon of change and get your talent assessment tool today to see your organization scale up in your quest for transformation.

Signing off with a thought from industry leader Jay Samit, Independent Vice Chairman of Deloitte Digital:

“To thrive, all businesses must focus on the art of self-disruption. Rather than wait for the competition to steal your business, every founder and employee need to be willing to cannibalize their existing revenue streams in order to create new ones. All disruption starts with introspection.”

HackerEarth Recruit – A talent Assessment Platform

PS: For more such insights on tech recruitment, we invite you to join our LinkedIn group – “Yours Truly HR”