Conversational Assessments
Conversational assessments are the most candidate friendly way to get insights into a candidate's on-the-job skills and suitability for a role, while providing for a delightful candidate experience.
What are conversational assessments
Conversational assessments are the most candidate friendly way to get insights into a candidate's on-the-job skills and suitability for a role, while providing for a delightful candidate experience.
Candidates love conversational assessments because they are fast, intuitive and feel like an interview rather than a test.
Instead of forcing candidates to go through a traditional assessment, conversational assessments use friendly messaging and intelligent chatbots to engage candidates and screen them for your role. Conversational assessments are the best way to start a relationship with your candidates.
How conversational assessments are changing the way companies hire
There's a problem with the way pre-employment testing has been done so far - it no longer works in a candidate driven market.
Traditional assessments:
- are too focused on irrelevant theoretical questions and/ or trick questions, leading to unreliable results.
- have a lower test taking rate because nobody wants to take a test.
Technology can help make recruitment easier and more efficient for both recruiters and job seekers, but it can also push candidates away.
This leads to the following:
- Bad hires end up costing your company $14,900 on average
- Only ~50% candidates complete traditional tests
The hiring process has become cold, impersonal and inhuman for candidates.
Conversational assessments build a relationship and create a delightful experience for candidates.
Conversational assessments see an 86% completion rate as compared to ~50% for traditional assessment platforms.
The 3 key benefits of conversational assessments
- You identify and hire the best talent
Using relevant questions that test for on-the-job skills helps you objectively identify the top candidates that you want to interview for the role.
- You shorten your hiring cycle
When you use short 30-45 min assessments with friendly messaging, candidates are more willing to complete the assessment sooner, helping you identify the most qualified candidates and close the role fast.
- You create a humane candidate experience and a stronger talent brand
Conversational bots are friendly, and can also answer common candidate questions about the hiring process, work culture, career progression, leave policy, office address etc.
Candidate sentiment for traditional assessments
A simple Google search or a chat with software engineers regarding the hiring process will tell you about the opinions of candidates on traditional assessments tools and processes.
Candidate sentiment for conversational assessments
On the other hand, here is how candidate feel about conversational assessments:
To read more candidate reviews, check out our wall of love. Or you can try a sample Adaface quiz here.
The Singapore Government hired engineers in record time using conversational assessments
The Singapore government plugs in the Adaface assessment chatbot with their apply button. As soon as a candidate hits apply, they are redirected to a chatbot conversation with an intelligent bot, Ada who collects their details and asks technical questions to validate their skills for the role, and programming and debugging questions to check their coding skills.
The recruiting team gets an email as soon as a candidate completes the application, and the top 30% candidates are scheduled for interviews with the hiring managers at the next available slot.
By the time other companies can schedule recruiter phone calls to pitch their respective companies, top candidates can have already cleared the first round of interview for your company and you can schedule them for final interviews with the hiring manager.
FAQs regarding conversational assessments
- Can you incorporate a programming/ coding test into a conversational assessment?
Yes, the conversational bot has an embedded coding editor. Depending on the role, we can include coding or debugging questions that are designed to assess a candidate's programming ability and debugging skills.
- Can I combine multiple skills into the same assessment?
Yes, absolutely. Custom conversational assessments are set up based on your job description, and will include questions on all must-have skills you specify.
- How can I get started with conversational assessments for my company?
Check out a sample assessment for free here or email us at deepti@adaface.com to schedule a demo!