The COVID-19 pandemic has forced organizations to shift to an entirely virtual assessment process, which is likely new to most organizations. Learn more about the assessments available within a virtual process and the added benefits of a completely virtual process.

The COVID-19 pandemic remains one of the biggest disruptions for organizations in living memory. HR and talent-related departments have been particularly impacted as they try to navigate the uncertainty surrounding employment and hiring. Not to mention, creating a socially-distanced selection process has created a new set of challenges for HR leaders

As organizations watch the world change in the blink of an eye, the need to quickly implement a hiring strategy that is effective and sustainable while also abiding by safe social distancing practices has never been more important. Even as we see governments start to loosen restrictions, organizations would be well-advised to continue offering safe recruitment practices to candidates while the world is still figuring out how to overcome COVID-19.
For some organizations, the recruitment process already involves multiple virtual assessments or events. Some of these have become prominent sources of data for employee selection and include: behavioral and cognitive ability assessments, simulations, and job knowledge tests.
While these types of assessments have seen widespread adoption by organizations over the past decade, one aspect of the recruitment process that has remained relatively unchanged is the employment interview. Recruiters and those making decisions about hiring justifiably prefer to have some kind of face-to-face interaction with a candidate before making an offer.

However, the COVID-19 pandemic has pushed organizations to rethink the interview process. Asynchronous interviewing tools, like SkillCheck’s On-demand Interview, have seen increased adoption since state-wide lockdowns were implemented. These types of platforms offer recruiters and hiring managers the ability to view candidates’ recordings of responses to questions that would typically be asked in a traditional, in-person interview.
Early adopters will tell you that transitioning to a completely virtual selection process came with a number of benefits before the outbreak. But some of those same benefits are even more important now, as organizations look for avenues to express themselves and their culture – at scale – throughout the recruitment process. As experts in assessments, here are just a few of the benefits for your organization:

  • Express your employee value proposition and branding
  • Widen your talent pool
  • Gather multiple forms of assessment data
  • Identify best-fit talent
  • Mitigate bias in hiring decisions 

A completely virtual assessment process is probably new for most organizations. But with the right focus and attention, you can harness the full potential of assessments so that you can ensure your recruitment strategy continues to thrive.