Digitalisation of our talent and recruitment processes may have seemed inevitable. Key to this is ensuring we can adapt to meet the needs of our candidates whether that is in person or virtually, whilst still maintaining rigour. Although some phases of the talent selection journey will revert back to in-person (such as final interview), virtualisation is here to stay, and organisations are either improving or adopting their virtual assessment strategy.
Companies that responded quickly to the need for remote assessment during the pandemic are in a stronger position as we enter recovery. For companies in sectors that have been slower to rebound, digital transformation is a challenge that they’re facing now, likely in tandem with rehiring. A combination of re-hiring and re-shaping means that at Sova we are increasingly working on digital total talent solutions that combine the assessment of internal talent, permanent and contingent workers.
For some roles, such as those which are recruited at scale, the main objective in is to keep candidates in the hiring funnel and to make good use of their time though a positive candidate experience. For hard to fill roles, the focus is on engaging with niche talent and carrying out accurate, predictive, assessment.
Large organisations tend to have needs at either end of the spectrum and so their assessment solution needs to allow for different journeys and experiences for candidates both virtually and in-person.
No matter what solution you choose, this guide will explain the key considerations of better assessment.
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