Imagine you’re applying for a job.

The application is going swimmingly: you’ve got your references in order, your certifications on hand, and a detailed work history stretching back to your high school years.

Then you’re hit with this question:

You don’t work hard because it doesn’t pay off anyway.

  • Strongly Agree
  • Agree
  • Neutral
  • Disagree
  • Strongly Disagree

What? Even if I didn’t work hard, do you seriously think I’d tell you?

Then another:

Right now, you care more about having fun than being serious at school or work.

  • Strongly Agree
  • Agree
  • Neutral
  • Disagree
  • Strongly Disagree

Excuse you? I’ve spent the last five hours applying for jobs!

Then 98 more.

If you’re one of the 75% of employers using a pre-hire assessment, your candidates are probably being asked questions like these. This is not to say the test is bad, per se: as we’ve looked at before, pre-employment tests are scientifically designed to correlate with things like job performance and turnover. Assessment science is very well established.

But your candidates don’t know this. 

What Candidates Think of Your Assessment

You don’t need to look far online to find candidates lamenting pre-hire questionnaires.

This junior software developer wondered why he was being asked questions like “If 20 items cost you $600 and you sell them for $900, what is your profit on each item?” or “Do you like sunshine?” when completing an assessment for a software development role.

This popular forum found many of its users speculating if questions like “Agree or Disagree: My moods change from happy to sad for no reason” were discriminatory against those with mental illness.

Not to mention the hundreds of sites dedicated to giving job applicants the “right” answers to these questions.

In other words: candidates hate them. Many do their best to game them with what they think are the “right” answers.

If your candidates are not answering honestly (or answering based on an “answer key” they found online), are you fast-tracking the best candidates for the job, or the best Googlers?

Of course, all this assumes they bother completing the test in the first place. According to Dr. Nathan Mondragon, Chief I-O Psychologist at HireVue, around 30% of candidates either do not start or do not finish the assessment.

Humanizing the Assessment… With Artificial Intelligence?

Until now, there hasn’t really been a better way to scientifically evaluate large pools of candidates. With recent developments in artificial intelligence (AI), that is changing.

By combining data science with I-O Psychology, HireVue delivers a fully valid, predictive assessment with a recorded video interview. In our newest eBook, Stop Sacrificing Candidate Experience for Your Assessment, you’ll learn how AI can humanize your assessment, and transform a disrespectful candidate experience.

See why four companies in four diverse industries are innovating away from their traditional assessment.

Learn How to Prevent Candidate Drop Out With A Great Assessment Experience
Don’t sacrifice candidate experience for your assessment.