| | 8 October 2021ReviewIN MY VIEWLEVERAGING SCIENCE AND TECHNOLOGY TO HIRE THE RIGHT CANDIDATEBy Sujatha Kumaraswamy, VP, Manipal Global Education ServicesThe world was compelled to move offices home, cubicles to study tables, and offline to online modes during the pandemic. Yet, few chang-es have been made to hiring processes across sectors. While traditional hiring methods remain in sus-pended animation due to the pandemic, it is time to de-vise newer methods, and leverage scientific methods to hire the ideal candidate. Digital transformation is inevitable. Organisations had begun using online tools even before the onset of the pandemic; the pandemic only accelerated digital adoption much sooner than planned. In recruitment, as we witness an emergence of green shoots in hiring, there is still a lot of ambiguity around remote hiring and its efficacy. A large section believes it is difficult to gain accurate in-sights into a person's ability and cultural fit while hiring remotely. Most people present themselves well in a job interview, but can an employer truly understand they are hiring the right candidate based on a virtual meeting? Are they the right fit for the team?A sure-fire way to overcome this predicament is to employ scientifically designed tests which help recruiters understand the interests and personalities of the candi-dates to find the best fit. Traditional assessment practic-es like phone screening or in-person discussions make it hard to gain insights into a candidate's capacity to tackle issues and it is time-consuming. Matching the right peo-ple for the right positions lies at the heart of building strong teams rooted in critical abilities and competencies. The biggest challenge is finding candidates with the right technical as well as soft skills essential for the job role. How Scientific Methods can help Find the Right Candidate for a RoleScientifically designed assessments accurately assess can-didates' skills across the employee life cycle -- from se-lection to training, retention, and development. They ensure that favouritism and human error is minimised, the results can be trusted to predict future behaviours and performances, and each candidate is assessed equally and fairly. Recruiters prefer to use objective and unbiased recruitment tests that give well-rounded information about a candidate's cognitive and behavioural skills, and domain knowledge.Cognitive AssessmentsCognitive assessments help organisations evaluate a can-didate's abilities to solve problems, trainability, and abili-ty to comprehend ideas. These assessments can accurately predict a candidate's capabilities and are a critical indi-cator of success in their vocational and knowledge-based roles. They test a candidate's analytical ability, verbal proficiency, quantitative aptitude, problem-solving skills, reasoning abilities, situational judgement, and emotional intelligence. The final score can indicate how well an ap-plicant will perform on the job and learn during training.The cognitive assessment test enables the selection of high-quality talent and improves the job success ratio. They are widely used in the education and employment sectors. These assessments have been developed over years and are continuously improved to accurately deter-mine a person's fitment in a job. It gives a picture of the skills necessary to perform the job efficiently and manage
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