3 minute read
Posted by Chris Platts on 8 February 2023
Ok so not exactly, BUT we did use ChatGPT as a bit of a science experiment to determine whether or not the ‘tool du jour’ was worth its salt….so our Marketing team popped a few questions into ChatGPT and the answers we received were pretty darn accurate!
Question #1: What role do real-life assessments play in high-volume hiring?
Real-life assessments play an important role in high-volume hiring as they provide a more comprehensive evaluation of potential candidates than traditional methods such as resumes and interviews. Real-life assessments allow employers to measure a candidate’s skills, knowledge, attitudes, and behaviors in real-life scenarios that are relevant to the job. This helps employers make informed decisions about which applicants are best suited for the position. Furthermore, these types of assessments can help identify individuals who might not be suitable for certain roles or who could benefit from additional training before taking on new responsibilities. Finally, real-world assessment can help reduce bias by providing objective data about each applicant’s abilities.
Question #2: How can talent acquisition teams use real-life assessments to reduce their attrition rates?
Talent acquisition teams can use real-life assessments to reduce their attrition rates by getting a better understanding of the skills and abilities of potential employees. These assessments can help identify candidates who are more likely to stay longer in the organization, as well as those who will fit into the organizational culture and values. Additionally, these assessments can give recruiters an idea of how well each candidate communicates and works with others. This information is important for gauging job performance over time, which could lead to lower attrition rates if successful hires remain within the company long-term.
Question #3: How can a recruiter use real-life assessments in their high-volume recruitment strategy?
1. Utilize online assessments that measure personality, cognitive ability, and job-specific skills. These can be used to quickly identify the best candidates for a role in order to save time during the recruitment process.
2. Leverage video interviews as part of your interview strategy to get a better sense of each candidate’s communication style and problem-solving abilities.
3. Implement coding challenges or take-home assignments that allow you to evaluate technical aptitude without having to dedicate significant resources for an onsite evaluation.
4. Use simulations such as virtual reality experiences or case studies that provide potential hires with real-life tasks related to the role they are applying for in order to assess their capabilities more accurately before
In terms of answers….we can’t really find fault here…and you might be seeing more content from us via ChatGPT but as far a predicting the future of recruitment? Probably not! We’d love to know if you’ve used ChatGPT for problem-solving, content creation, or ideation at all.
Subscribe for insights, debunks and what amounts to a free, up-to-date recruitment toolkit.
ThriveMap creates customised assessments for high volume roles, which take candidates through an online “day in the life” experience of work in your company. Our assessments have been proven to reduce staff turnover, reduce time to hire, and improve quality of hire.
Not sure what type of assessment is right for your business? Read our guide.
Here’s how Wincanton reduced candidate drop-off by 50% using Realistic Job Assessments Candidate drop-off is one of the hardest challenges in volume hiring. When applicants start a process but never reach interview or offer, it drains recruiter time, slows hiring and increases cost. But Wincanton, one of the UK’s largest logistics firms, implemented Realistic Job […]
Continue reading
High volume hiring has shifted shape over the last few years. Application volumes for entry level and frontline roles have increased steadily, driven by mobile job search, one-click apply, aggregated job boards and, more recently, the growing use of AI tools by candidates. It is now common for a single vacancy to attract hundreds of […]
Continue readingThe Employment Rights Act, to be phased in from 2026, represents a structural reset of UK employment law by shifting risk, accountability and decision making much earlier in the employee lifecycle. For resourcing leaders, this goes beyond procedural tweaks. It forces a rethink of how work is resourced in the first place. How demand is […]
Continue reading