Estimated Reading Time: 0
It’s no secret that the hiring process is broken.
Top candidates are on the job market for an average of 10 days before receiving an offer. This presents a major challenge for employers as the average hiring process takes around 4-6 weeks.
Additionally, candidates are no longer willing to wait around while decisions are being made behind closed doors – in fact, 70% of candidates surveyed said they lose interest in an opportunity if it takes more than a week to hear back.
When as much as 80% of employee turnover can be attributed to bad hiring decisions, costing employers trillions of dollars annually, organizations are faced with a massive challenge:
How do you more effectively identify best-fit candidates without adding extra steps and drawing out an already lengthy hiring process?
Talent Select AI’s patent-pending Conversational Hiring Assessments make it possible.
What Are Conversational Hiring Assessments?
Hiring assessments are a $9 billion industry. However, the vast majority of them fail to address the concern mentioned above: the hiring process already takes too long. They often ask candidates to take a separate test or self-reported gamified assessment after they’ve completed an interview.
A Conversational Hiring Assessment leverages the interviews you are already conducting to deliver the assessment insights you demand.
How do we do it?
Talent Select AI’s patent-pending AI technology analyzes the transcripts from your video interviews to capture complete candidate competency, personality, and motivation metrics.
Developed and validated by world-renowned Industrial and Organizational (IO) Psychologists, it analyzes the words candidates use to describe their experience and qualifications to identify how well they will match with traits and competencies identified by the organization as highly valuable for success in the specific role, team, and culture.
To put it plainly, with Talent Select AI, the interview is the assessment.
In addition to saving time by removing a step in the process, Conversational Hiring Assessments provide more predictive insights because they are pulled directly from the job interview, not a seemingly unrelated (or even irrelevant) game, quiz, or task.
These types of assessments are able to provide more job-relevant candidate insights than traditional, self-reported hiring assessments, in part because they significantly reduce the ability for candidates to potentially fake responses, misrepresent themselves, or otherwise cheat the system.
Conversational Hiring Assessments also add the benefit of reviewing and assessing all candidate interviews quickly and consistently – something human reviewers are simply not capable of doing.
“Humans, unlike machines, are subject to mood effects or environmental factors that might influence how we perceive and evaluate information,” says Michael Campion, PhD, leading IO psychology researcher and advisor to Talent Select AI.
“The advantage of the computer is it doesn't miss anything the candidate says, and it scores all candidates in exactly the same way, which are, of course, two major advantages that people could never match.”
Say hello to the future of hiring.
Request a 1:1 solution overview to see first-hand how Conversational Hiring Assessments can improve the quality of your hiring process. Contact us today for a demonstration.
