How do you identify the best talent that has the most significant impact?
Five years ago, all you had to do was remove resume bias and blunt proxies to identify skilled talents your competitors are missing. But the task has become more challenging with the increasing talent pool every quarter. With easy access to professional social channels, getting profiles of the ready talent pool has become easier.
Automation is the key. But it has become tougher to automate, screen, and identify top talents before your competition without losing on accuracy. Also, these social channels brought their cons along with the pros. Any mistake in the hiring process or use of non-candidate-friendly technologies is promptly highlighted and actively shared with other candidates — hurting your prospects and employer branding.
You are not alone. With government agencies, Fortune 500 companies, and tech giants using Adaface for the past couple of years has only shown us how massive the challenge is.
It is time to focus on building candidate-friendly hiring solutions for accurate evaluations, that is, asking the right questions, the right away — the conversational way, and doing it at scale.
Top companies are now joining the collective mission of using conversational assessments every day, and we are incredibly thankful for our clients' and candidates' immense trust. With Adaface conversational assessments, companies can collect 40% more data about their candidates than before. With 700+ customized assessments, companies can objectively test candidates for on-the-job skills and record a 75% reduction in time-to-hire without losing screening accuracy.
Massive usage of Adaface assessments gave us the chance to give back to the recruiting community. Our research team analyzed 1 million randomized and anonymized data points our chatbot, Ada, collected while screening candidates, and we are sure these insights make it for an enriching read.
We would love to hear your thoughts on the report and how you currently build world-class, diverse teams in the current candidate-driven market. Feel free to tweet us @AdafaceAI or send us an email at email@example.com.