The world’s most successful companies use pre-hire assessments.  That’s not anecdotal: 85% of Aberdeen’s “Best in Class” companies use assessments to identify high potential candidates, compared to 54% in all others. 

Last week, we hosted a webcast with examining how advances in artificial intelligence (AI) are encouraging HR leaders to fundamentally reimagine how they assess their candidates.

Missed the webinar?
Watch it here

Over the past several months, we’ve worked with to create benchmark data for this time-tested screening tool. In our survey of nearly 600 HR professionals, we’ve received deep insight into what is working – and what is not. 

While it’s obvious that some things are working, it is equally obvious that some things are not – and this is where artificial intelligence comes into play.

Assessments Benchmarking: What’s Working

Dr. Mondragon began with an overview of what’s working. Namely:

  • 89% of respondents said their assessment increases Quality of Hire
  • 66% said it accurately predicts future performance
  • 67% said it is an effective screening method for volume

Interestingly, we also found that longer assessments were more likely to receive a high rating from HR professionals. From an I-O Psychology perspective, Mondragon explained, this makes sense: the more data (in this case, closed-ended questions) you can draw from, the more accurate your assessments will be. For the same reason standardized tests like the SAT are not 10 questions long, the best pre-hire assessments require a substantial time commitment from candidates. 

Unfortunately, longer tests also encourage more candidates to drop out of the hiring process. 

What’s Not Working

Overall, only 26% of respondents saw their candidates consistently completing their assessment. Almost the same percentage of respondents (19%) reported that only 0-25% of their candidates were completing it. 

1 in 5 companies saw almost all their candidates drop out at the assessment stage.

Since your best candidates are probably already employed, it doesn’t make sense to make them put them through a selection process that encourages high rates of dropout. The solution is to turn an existing, low dropout, candidate-friendly screening tool into a valid, scientific assessment. And this is where we apply artificial intelligence. 

Learn how artificial intelligence can turn a video interview into a valid, scientific assessment by watching the full webinar:

Missed the webinar?
Watch it here

You’ll get the inside scoop on the challenges other organizations are facing with their pre-hire assessments, and find out the answers to questions like:

  • Has the legality of assessments been challenged?
  • Does your physical appearance matter in a video/AI-based assessment?
  • How does AI work for evaluating people with disabilities like a stroke or visual impairment?
  • How do you create job profiles for building an AI-based assessment?
  • How does AI account for different cultures, countries, and languages?