Nearly 70 years ago, in 1950, Alan Turing made a prediction that probably made very little sense at the time. Turing envisioned that by the turn of the century, computers would easily pass as a human during a text conversation. With the invention of chatbots, Alan Turing’s prediction has been deemed successful. Chatbots have successfully taken several online conversations and made hard for us to differentiate between a chatbot and a human.

Assessments are an essential part of the recruiting process and are sandwiched between the initial screening process and the final interview. Assessments provide concrete, objective results, unlike resumes and interviews, that are subjective and can be fudged. A well-designed assessment can be standardized for all applicants, and the results of the tests can be used to make a more informed decision when hiring the right candidate. Objective and validated metrics prove whether a particular candidate has the knowledge, skills, and ability to perform a specific job or not. The right assessments can lead to higher productivity and results, a more efficient hiring process, reduction in costs associated with turnover, and increased defensibility of the hiring process through the use of an online platform. This is why having online assessment tests for recruitment is efficient and essential.

For a modern staffer, recruitment means so much more than posting an ad for a job opening online. Since technology and human resources are becoming more and more intertwined, staffers now have a wide variety of advanced tools at their disposal and candidates come through many channels. The future of HR is data-driven and it’s essential that HR specialists learn to track the efficiency of the recruitment process to find out what areas can be improved. Fortunately, HR software can generate recruitment metrics with just a few clicks, so access to information isn’t a problem. But which of these metrics are the most important and what can they tell you about your organization’s hiring cycle?

When human beings interact with each other in a social setting, they are bound to have a set of preconceived notions about the person they’re interacting with even before they talk. You might like the person even before you’ve had a chance to interact with them because they are good looking or because they went to the same college as you. Maybe you already view them in a negative light as you know they come from a certain part of the country. While these biases are a part of daily social interaction, as a recruiter or hiring manager, if you are not conscious of your biases, you might end up recruiting someone on the basis of what pleases you about them or if they have very similar traits or interests as you rather than their skills for the job at hand. This is referred to as interview bias.