What are conversational assessments

Conversational assessments are the most candidate friendly way to get insights into a candidate's on-the-job skills and suitability for a role, while providing for a delightful candidate experience.

Candidates love conversational assessments because they are fast, intuitive and feel like an interview rather than a test.


Instead of forcing candidates to go through a traditional assessment, conversational assessments use friendly messaging and intelligent chatbots to engage candidates and screen them for your role. Conversational assessments are the best way to start a relationship with your candidates.

How conversational assessments are changing the way companies hire

There's a problem with the way pre-employment testing has been done so far - it no longer works in a candidate driven market.

Traditional assessments:

  • are too focused on irrelevant theoretical questions and/ or trick questions, leading to unreliable results.
  • have a lower test taking rate because nobody wants to take a test.

Technology can help make recruitment easier and more efficient for both recruiters and job seekers, but it can also push candidates away.

This leads to the following:

  • Bad hires end up costing your company $14,900 on average
  • Only ~50% candidates complete traditional tests
Traditional Assessments

The hiring process has become cold, impersonal and inhuman for candidates.

We need to make hiring feel personal again.

Conversational assessments build a relationship and create a delightful experience for candidates.

Conversational assessments see an 86% completion rate as compared to ~50% for traditional assessment platforms.

Conversational Assessments

The 3 key benefits of conversational assessments

  1. You identify and hire the best talent
  2. Using relevant questions that test for on-the-job skills helps you objectively identify the top candidates that you want to interview for the role.

  3. You shorten your hiring cycle
  4. When you use short 30-45 min assessments with friendly messaging, candidates are more willing to complete the assessment sooner, helping you identify the most qualified candidates and close the role fast.

  5. You create a humane candidate experience and a stronger talent brand
  6. Conversational bots are friendly, and can also answer common candidate questions about the hiring process, work culture, career progression, leave policy, office address etc.

Candidate sentiment for traditional assessments

A simple Google search or a chat with software engineers regarding the hiring process will tell you about the opinions of candidates on traditional assessments tools and processes.

Candidates hate traditional assessments

Candidate sentiment for conversational assessments

On the other hand, here is how candidate feel about conversational assessments:

⭐⭐⭐⭐⭐ I gave more then 15+ interview for this year, they some time get connect in phone call or in skype which seems quite time consuming as one need to wait for the call and then some time network issue or hardware issue, this interview seems very good as one can give it any time and is a virtually fit with new era of interview. Ada you are perfect..!!
⭐⭐⭐⭐⭐ The replies from the bot makes it feels like you are really interacting with a real person and the person is giving you encouragement along the way during the technical questions. It made answering the questions less intimidating and it has added some elements of fun in it. Kudos!
⭐⭐⭐⭐⭐ I love how Ada is able to give hints when I'm stuck or if I pick an incorrect answer. Kudos to the amazing AI.

To read more candidate reviews, check out our wall of love.

The Singapore Government hired engineers in record time using conversational assessments

The Singapore government plugs in the Adaface assessment chatbot with their apply button. As soon as a candidate hits apply, they are redirected to a chatbot conversation with an intelligent bot, Ada who collects their details and asks technical questions to validate their skills for the role, and programming and debugging questions to check their coding skills.

The recruiting team gets an email as soon as a candidate completes the application, and the top 30% candidates are scheduled for interviews with the hiring managers at the next available slot.

Singapore government uses the Adaface assessment chatbot

By the time other companies can schedule recruiter phone calls to pitch their respective companies, top candidates can have already cleared the first round of interview for your company and you can schedule them for final interviews with the hiring manager.

FAQs regarding conversational assessments

  • Can you incorporate a programming/ coding test into a conversational assessment?
  • Yes, the conversational bot has an embedded coding editor. Depending on the role, we can include coding or debugging questions that are designed to assess a candidate's programming ability and debugging skills.

  • Can I combine multiple skills into the same assessment?
  • Yes, absolutely. Custom conversational assessments are set up based on your job description, and will include questions on all must-have skills you specify.

  • How can I get started with conversational assessments for my company?
  • Check out a sample assessment for free here or email us at deepti@adaface.com to schedule a demo!

Ready to start using conversational assessments?