Whether you’re ready or not, AI is shaking up the recruitment process like never before.
To stay ahead of the curve, it’s essential to adopt better pre-screening practices.
If you’re considering using pre-hire assessments, here are some important dos and don’ts to help you create an AI-proof pre-screening process:
What Not to Do
1. Use open-text questions
Avoid: Questions that require written open-text responses can easily be answered by generative AI. These responses often lack the nuance and personal touch that reflect true candidate capabilities.
2. Use generic, pre-existing questions
Avoid: Relying on generic questions that are already available on the internet can make it easier for AI to provide pre-prepared answers. These questions may not accurately assess the candidate’s fit for your specific role.
3. Incorporate easily answered non-contextual questions
Avoid: Questions that are straightforward and can be answered with basic knowledge, such as standard maths problems, do not provide insight into a candidate’s actual abilities or fit.
4. Depend on generative AI-created questions
Avoid: Questions that have been generated by AI can often be recognised and answered by other AI systems, which reduces their effectiveness as a screening tool.
5. Focus solely on knowledge recall
Avoid: Assessments that focus purely on recalling facts, trivia, or definitions may not gauge a candidate’s practical skills or critical thinking abilities.
What to Do
1. Use multiple-choice, situational, or interactive assessments
Do: Design assessments that involve multiple-choice questions or situational tasks. These formats make it more difficult for AI to generate suitable responses, as they require deeper engagement with the material.
2. Develop nuanced, company-specific questions
Do: Create unique questions that reflect real-world scenarios relevant to your organisation. Tailoring questions to your specific needs makes it harder for candidates to rely on generic AI-generated responses.
3. Focus on context-rich, job-specific tasks
Do: Implement context-rich questions or situational judgement scenarios. These types of assessments require human judgement and a thorough understanding of the role, making them less predictable for AI.
4. Create custom, human-generated questions
Do: Design questions that require creative problem-solving or critical thinking. These assessments should reflect the unique challenges faced by your company, providing better insight into a candidate’s abilities.
5. Implement assessments that require applied knowledge
Do: Consider assessments that focus on problem-solving exercises tied to real-world tasks. This not only assesses candidates’ knowledge but also their ability to apply it in practical situations.
6. Use job simulations
Do: Incorporate job simulations that allow candidates to demonstrate practical skills in scenarios that mimic actual job responsibilities. This approach helps ensure that you are evaluating their capabilities in a relevant context.
Next Steps: Supercharge Your Recruitment Process
Whether you’re ready or not, AI is shaking up recruitment like never before. That’s why it’s essential to ensure your pre-screening assessments effectively identify candidates with the right skills, fit, and commitment.
With ThriveMap’s bespoke ‘day-in-the-life’ job assessments and analytics tools, you’ll be well-equipped to uncover candidates’ true potential. This not only makes your recruitment process faster and more effective but also predictive of future success—helping to reduce attrition and improve the quality of hire.
Get a demo here: https://thrivemap.io/demo/
