With ever evolving talent assessment technologies, the Human Resources sector need to take these 3 pillars into account in order to determine which methods would be best to use. As Millennials are taking over from the previous generation and are highly “connected” people, they like new and innovative ways to be assessed. However, being a millennial is not only age related, it is also rapidly becoming an unavoidable mindset.
Considering these changes are happening fast, companies need to be agile and adapt their recruitment processes. As highlighted by Walter , “most companies are still dealing with yesterday’s reality rather than preparing for tomorrow”. Relying too much on old methods is a barrier to innovation. If it’s the same everywhere, where is the employers uniqueness? How can companies stand out against other recruiters? How can recruiters get a complete candidate picture using engaging assessment techniques?
Talent acquisition needs to become more innovative and engaging. Virtual-Reality, games, chatbots and automated video interviews are the new tools shaping tomorrow’s HR process. But having a good tool is not enough. It’s the scientific reliability, “the quality of the algorithm”, combined with the “variety of data collected” that give strong predictions and insights on candidates. It’s worth remembering that technology improves assessments, but doesn’t replace the human element.
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