Month: November 2024

How to Build Your Talent Engagement Process

Posted on by Abhinav Kavuru

According to CareerBuilder, 78% of candidates say that an organization’s candidate engagement reflects how it values its employees or team. This statistic clearly demonstrates the importance of ensuring a stellar candidate experience, especially at a time when the best talent considers more than just their compensation a key deciding factor when accepting a role. 

If you’re struggling with keeping your top talent engaged, you’ve come to the right place. This guide will show you how you can build your talent engagement process from start to finish so you can hire the best. 

Key Highlights 

  • Talent engagement is crucial to hiring the best talent and retaining them in the long term. 
  • It helps increase employee productivity and maximize profitability as a result. 
  • Building a robust talent engagement process requires a coherent step-wise approach, right from building a strong employee brand to devising strategies. 

What is Talent Engagement?

Talent engagement is an umbrella term used to refer to how an organization involves its employees in all aspects of its operation. In terms of recruiting, it refers to the process of keeping the best talent engaged with your organization to prevent them from switching over to a competitor. 

Talent Engagement is critical for several different reasons, including: 

  • It ensures that candidates are aware of every step of the process and the hiring timelines from the very beginning. 
  • It removes any room for confusion and ensures candidates can communicate with talent acquisition professionals regarding the role, organization, and hiring process. 
  • It helps increase employee productivity and retention once hired, thereby saving tremendous revenue that would otherwise be spent on re-hiring. 
  • It lowers absenteeism levels, thereby maximizing productivity and, in turn, profits. 

Talent Engagement Process
How to Build a Robust Talent Engagement Process 

Building a robust and effective talent engagement process involves several steps. These are described in detail below. 

Step 1: Build a Strong Employer Brand

Employer branding is crucial to ensure you attract the best talent to your organization and retain them for longer periods once they’re hired. A key example that demonstrates the importance of a strong employer brand comes from the US-based tobacco manufacturer Altria Group, Inc. 

It stated that its ability to attract and retain the best talent was being hindered by the decreasing acceptance surrounding the use of tobacco products and the lack of regulations to limit their usage. As a result, your business’s brand and what it stands for play a key role when attracting the best talent. 

Part of building your employer brand also means showcasing its USP. What does your company have to offer? Is it committed to ensuring its employees’ professional growth? How much does it value its employees? These are questions your brand’s website and other marketing channels must be committed to answering. 

Step 2: Create Detailed Job Descriptions 

The effort a business puts into its job descriptions often says a lot about itself. Clarity is key here, and if you want to attract the best talent, you must ensure that your job descriptions make the demands of the role clear. Additionally, you should also list the key skills or core competencies employees must possess to be considered for the role. 

The list doesn’t end here. The past few years have seen candidates across the world demanding that organizations disclose their salary ranges for the role they’re hiring for. While many businesses are reluctant to do so, it offers a host of benefits. For starters, it helps filter out candidates who won’t be the right fit for this role as those who think they’d be underpaid simply won’t apply. 

Additionally, it helps build your credibility as an organization that’s transparent about its compensation. This will undoubtedly lead to the best candidates being more willing to apply for the role. 

Step 3: Source and Select the Right Talent 

Sourcing the right talent becomes crucial for an organization that wants to hire the best talent. Detailed job descriptions with transparent salary ranges are one way to do this, as the previous section discussed. Talent acquisition professionals will also have to actively reach out to candidates in other roles and post their advertisements on platforms like Indeed, LinkedIn, and so on. The more viability you have, the more candidates you have to choose from. 

Oorwin’s Talent Management Platform brings all the demands of talent management into one, seamless interface. This fully AI-enabled platform allows you to source the best talent fast, improve candidate experience, reduce the time to hire, and cut down on unnecessary hiring costs. Additionally, it also allows you to harvest resumes by locating qualified candidates across a range of job boards and automating talent pipelining. 

Once you’re done sourcing talent, you should also devise a system to assess candidates based on the demands of the role so you can hire the best fit. Devising a well-structured talent assessment strategy becomes crucial to ensure this. Keep in mind that this cannot be a one-size-fits-all approach; different roles require different kinds of assessments (cognitive, personality, written, and so on) and the key is to identify and use the right one. 

Oorwin also streamlines the process of onboarding candidates using digital signatures and e-forms. This ensures that talent acquisition professionals can onboard candidates remotely and quickly, thereby reducing the hiring time significantly. 

Step 4: Keeping Candidates Engaged 

The talent engagement process doesn’t end once a candidate has been hired. In fact, that’s just the beginning. The key is to ensure that you find ways to keep your employees engaged at all times. You can do this by implementing upskilling strategies, gathering feedback on potential improvements from all your employees, fostering innovation, leveraging AI, and allowing for lateral moves. 

The right use of these strategies can go a long way in maximizing productivity and improving employee retention in the long term. 

Step 5: Establish a Learning & Development Program 

Devising a Learning & Development (L&D) program is another key aspect of the talent engagement process. For starters, it ensures employees have the scope for professional upskilling, and that the skills they acquire can contribute to a specific organizational goal. One case study that stands out in this regard is that of Yelp.

By introducing the concept of stretch roles, Yelp ensures that employees are offered the training they need based on the new skills they gain while at work. This ensured that candidates didn’t feel stuck in a tightly defined career trajectory and that their role excited and challenged them at every turn. 

With Oorwin’s Human Resource Management platform, you can easily avail of a customized Learning Management System (LMS) with mobile compatibility to ensure candidates can access key learning material at any point and from anywhere. 

Talent Engagement Process
Conclusion 

The benefits of effective talent management are limitless. From reduced hiring times to hiring the best talent, reducing hiring costs, and improving engagement and retention, the right approach can help businesses maximize their profitability. With Oorwin’s Talent Management Platform, you can streamline the hiring process using built-in communication tools, digital signatures, and e-forms, among several other features. 

Additionally, its Human Resource Management platform ensures that you can keep your candidates engaged at all times, deliver timely communication, and manage their learning and development. 

Sign up for a demo today to see how Oorwin can maximize your hiring efficiency and improve employee retention in the long term. 

7 Oorwin Integrations that can help you hire faster

Posted on by Abhinav Kavuru

Over 98.8% of Fortune Top 500 companies use ATS when hiring(JobScan). 

Using Applicant Tracking Systems (ATS) during hiring processes, organizations are recognizing the advantages these systems provide in streamlining operations and boosting efficiency. 

Adopting advanced recruitment technologies is no longer just an option; it’s a necessity.

This article will show you 7 Oorwin integrations to help you hire faster and stay ahead of the competition for top talent.

LinkedIn Integration

Oorwin’s integration with LinkedIn allows recruiters to post jobs and tap into a pool of over 900 million professionals. Once integrated, recruiters can post jobs directly from Oorwin’s ATS to LinkedIn, so job openings reach the right audience.

According to LinkedIn, 50 million users search for jobs on the platform every week(99FIRMS). Oorwin’s integration allows recruiters to customize job descriptions so they can post jobs to job seekers using LinkedIn’s audience segmentation features. Through Oorwin’s analytics, recruiters can track the performance of their LinkedIn job posts and optimize for better results.

FYI: A mid-sized tech company is reducing time-to-hire by 25% by automating LinkedIn job postings and tracking engagement in Oorwin so recruiters can focus on candidate evaluation.

NOTE: You can also create a job description with AI by integrating Oorwin with ChatGPT.

Check our documentation for integrating LinkedIn with Oorwin.
Leverage Oorwin’s LinkedIn Integration to Effortlessly Reach a Vast Network of Talented Professionals!

Dice Integration

Oorwin’s integration with Dice gives you access to over 2 million tech professionals, AI-powered search, and advanced filtering.

This integration allows recruiters to post jobs on Dice with one click, auto-post job updates, and get real-time alerts when candidates apply. With Oorwin’s Intelligent Candidate Search and resume parsing on top of that, recruiters can match and engage with top candidates without leaving the platform. The data flow between Oorwin and Dice saves time by creating candidate records with one click, which makes recruitment teams more efficient.

This integration simplifies recruiter workflows, reduces manual tasks and delivers high quality resumes from Dice into Oorwin so companies can find top talent faster.

FYI: Our customers have harvested over 1 million high-quality resumes from Dice without leaving Oorwin.

Check our documentation for integrating Dice with Oorwin.
Get to Know How Recruiters Benefit from Integrating Dice with Their ATS

Job Boards and Career Site Integration

Oorwin’s Job Board and Career Site Integration make recruitment easier and more efficient. You can post jobs with one click across multiple job boards like Monster, Glassdoor, Naukri, Indeed, and CareerBuilder. This feature saves time by auto-posting jobs and keeping listings live and up to date. It also extends to social media so recruiters can share jobs across LinkedIn, Facebook, and Twitter to maximize job post visibility.

Oorwin also integrates with company career pages and Vendor Management Systems (VMS), providing a complete solution for the job posting.

Note: 73% of job seekers between 18 and 34 years found their last job through social media.(Forbes). Oorwin’s one click job posting feature allows recruiters to post jobs not only on job boards but also on social media platforms instantly.
Discover How Oorwin’s Job Board and Career Site Integration Enhances Your Recruitment Strategy!

Office 365 Integration

Integrating Office 365 with Oorwin’s ATS streamlines the recruitment process significantly. This integration centralizes communication by utilizing Outlook to manage emails and updates, allowing recruiters to engage with candidates without switching platforms. With Outlook Calendar integration, scheduling interviews becomes effortless—recruiters can sync calendars, send invites, and avoid scheduling conflicts.

For collaboration, Microsoft Teams allows recruitment teams to evaluate candidates together, share feedback and conduct virtual interviews all in one place and speed up decision making. Also, the integration with SharePoint and OneDrive ensures secure document management so recruiters can upload and access candidate files directly within the ATS.

By using Oorwin’s Office 365 integration recruiters can reduce administrative tasks and focus more on candidate engagement and improve recruitment efficiency and outcomes. This is a must have for modern recruitment teams looking to improve their operations and get better results.

FYI: Over 1.2 billion people use Office365 globally and a big chunk of them are in HR and recruitment functions (Office365) so integrating both will be a bonus.
The Impact of Office365 on Recruitment and Remote Collaboration

Assessment Tools Integration

Reduce time spent on unqualified applicants and accelerate the hiring process with Oorwin’s Integration with Assessment Tools for candidate screening. By embedding assessments in the hiring workflow recruiters can evaluate candidates in real-time and only move forward qualified candidates.

  • Tools like HackerEarth and Codility have specialized assessments for technical skills so only qualified candidates move forward in the hiring pipeline. 
  • AdaFace and Testify have comprehensive solutions to evaluate candidates and reduce time spent on unqualified applicants and streamline the hiring process.

To use talent assessment tools in recruitment, start by defining the skills and qualifications required for the role. Then select the assessments from the library and send to candidates for easy access. Finally analyze the results to make informed hiring decisions based on candidate performance.
Discover How Oorwin’s Integration with Assessment Tools Improves Your Hiring Process!

Video Interview Integration

Oorwin’s video interview integration supports multiple platforms including Zoom, Microsoft Teams and Jobma and makes the recruitment process smoother by allowing recruiters to schedule and conduct interviews seamlessly. With tools like Otomeyt and Willo recruiters can manage live and pre-recorded interviews and connect with top talent faster. This integration not only speeds up hiring but also improves candidate experience.

Ravi Daparthi, Oorwin’s CTO says these integrations will help in decision-making and recruitment strategies.

Oorwin’s integration with video interview tools especially through its partnership with Spark Hire makes the recruitment process smoother. This integration allows recruiters to schedule, conduct and review interviews within Oorwin platform, streamlines communication and reduces delays caused by scheduling conflicts or geographical barriers.

With Spark Hire, recruiters can send video interview invites automatically, making it streamlined to manage candidate pipelines and collaborate on evaluations. This will accelerate the hiring process, improve the candidate experience, and make the interaction more engaging.
Experience the Power of Oorwin’s Video Interview Integration for Quick and Effective Hiring Decisions!

Digital signing tools Integration

Oorwin’s integration of digital signing tools allows recruiters to send contracts and offer letters for digital signatures, reducing the delays of traditional paper signing. This not only accelerates the onboarding process but also minimizes manual paperwork in the final stages of hiring. 

For example integration with AirSlate SignNow allows users to create fillable document templates, manage eSignature invites and sign documents quickly and makes the overall recruitment process more efficient.

By using these integrations recruiters can centralize their hiring activities, automate routine tasks and focus on attracting top talent. These tools combined will help companies to hire faster with better candidate selection.

Conclusion

Oorwin’s ATS job board integration makes hiring centralized by integrating job postings and increasing visibility. Recruiters can work more efficiently and reach more candidates. Implementing ATS job board integration in your recruitment strategy will boost your recruitment outcomes and your organization’s overall success. And Oorwin also streamlines:

  • Job referrals for employees to publish and track.
  • Bulk SMS to candidates from pipelines.
  • Business intelligence reports to monitor hiring.
  • Invoices from the timesheet dashboard with QuickBooks integration.
  • Client and vendor info to assignments for workflow consistency.

Schedule a demo today and reach out to us to know more. 

7 Ways to Improve Candidate Engagement

Posted on by Abhinav Kavuru

Over half (52%) of candidates declined job offers due to negative experiences during the hiring process.Additionally, 53% have had at least one negative hiring experience in the past 12 months. These figures paint a stark picture yet emphasize how important it is to keep candidates engaged during the hiring process. 

Keeping candidates engaged and creating a positive hiring experience is critical to how they view your organization. It also plays a crucial role in building and maintaining your brand’s image. After all, the last thing you’d want is for a candidate to leave a negative review of your organization, isn’t it? 

If you’re dealing with the challenge of keeping your potential hires engaged through the hiring process, this guide lists seven ways in which you can solve this. 

Key Highlights

  • Candidate engagement refers to the process of building strong relationships with potential hires to keep them engaged through every step of the hiring process. 
  • Candidate engagement can help improve the quality of hires, build and maintain your brand’s reputation, and continue to attract high-quality talent in the future. 
  • The first step toward improving your candidate engagement rates is with personalized and timely communication.
  • Gather feedback from candidates on the hiring process just as you’d offer them the same on their skills and profiles. 

Why is Candidate Engagement Important? 

Brand image, as the introduction mentioned, is critical in today’s landscape. With information easily accessible on every possible medium – LinkedIn, Indeed, GlassDoor, Twitter, Instagram, and so much more, candidates can find out all they need to know about an organization in just a few clicks. 

This, along with the need to ensure that you secure the best talent out there to build your organization, makes it essential to keep candidates engaged through the hiring process. In fact, 7 out of 10 individuals who stated having an exceptional candidate experience report being very happy with their jobs. Clearly, then, the quality of the hiring process also has a direct correlation with employee retention. 

The benefits are clear. A positive candidate experience plays a major role in every part of an employee’s journey with your organization and benefits the business itself. 

Candidate Engagement Strategy


7 Ways to Improve Candidate Experience 

Here are seven of the most effective ways to create an appealing and positive image of your brand and ensure consistent communication.

Make Candidates Want to Work For Your Company 

Several talent acquisition professionals hold one key opinion about the hiring process today –  hiring is increasingly becoming about marketing your business to potential candidates. 

Building a positive brand image then becomes critical to hiring the best talent. A few ways to manage this include: 

  • Use social media channels and your recruitment page to show candidates what your organization is about. 
  • Use technologies like Virtual Reality to show candidates where they’ll be working. 
  • Highlight employee experience on social media channels. 
  • Use your job descriptions to highlight the benefits of your organization’s culture. 

Pro Tip: Use your Careers Page for more than just listing vacancies. Highlight your company’s culture, the team, show how accessible the leadership is, and what a day at work in your organization looks like. 

Communicate Consistently 

Consistent communication is another key aspect that can help keep candidates engaged. Think of this like any relationship in your life: the more you communicate, the more engaged you are. One simple way to do this is to send confirmation emails. 

  • Have you received a candidate’s application? Send them a confirmation email. 
  • Have they moved on to the next round of the screening process? Send them a confirmation email. 
  • Are you no longer moving forward with their application? Communicate with them. 

And this process doesn’t have to be time-consuming either. You can use Oorwin’s Applicant Tracking System (ATS) to send candidates automated emails in bulk. The key is to ensure that you keep in touch, and this goes a long way in maintaining a positive brand image. 

Make Your Hiring Timelines Clear 

35% of applicants find lengthy applications frustrating. Think of the talent organizations miss out on in such situations when frustrations like these lead to high application abandonment rates. 

Making your hiring timelines clear from the very beginning helps build a sense of trust and keeps candidates engaged through the hiring process, especially since they know what to expect and when. While you don’t have to give them precise dates, you can always give them a time frame (such as a week or two) by which time they should know whether they’d have an offer in hand or not. 

Pro Tip: Creating a timeline of your candidate journey can be a great way to streamline the hiring process. It helps build a framework for how you should communicate with your candidates, and when, and ensures that you keep them engaged till the last step of the process. 

Make Use of a Content-Driven Engagement Strategy 

A content-driven engagement strategy involves sharing key pieces of content with candidates to keep them engaged through the hiring process. These could include blogs, videos, newsletters, reels, or other social media posts that educate them about your organization and get them excited about the opportunity to work with you. 

Sharing such content also helps filter out candidates who may not be a good fit for your organization as it helps paint a picture of your organization, the work it does, and its culture. 

With Oorwin’s advanced Contact Management Feature, you can seamlessly engage with candidates at every step of the hiring process and use it to deliver key brand-related content. 

Make Candidate Assessments Exciting 

Certain roles require assessing a candidate’s skills through an assignment, but as much as this is a necessity, it doesn’t have to be a painful experience. Finding ways to make assignments fun can help build engagement and improve the quality of the submissions as well. Additionally, it can also be a great way to increase the amount of time candidates spend on your website (think of the SEO benefits of this.)

PwC, a well-known consulting firm, made use of a business simulation game called “Multipoly” in its assessment process. The result? Job seekers who’d spent an average of 10 minutes on their website ended up spending an average of 90 minutes instead. 

Make Use of AI 

Leveraging AI in your hiring process is a no-brainer today. AI tools can be remarkably effective in streamlining and automating several aspects of the talent acquisition process. A chatbot, for example, can help answer candidates’ questions about your organization. Integrating one into your website can help candidates gather more information, giving them an edge in their interviews since they’d better understand what your company does. 

Similarly, using an AI-powered ATS can automate the process of managing resumes across multiple sources, locating qualified candidates, and so much more. 

With Oorwin, you can seamlessly integrate the tools in your existing tech stack using email and browser plugins and other integrations like ChatGPT. You can use AI to enhance your recruitment strategy for candidate scoring, searching, generating matching suggestions, gaining job insights, and matching profiles.Boost Candidate Engagement

Always Gather Feedback 

While feedback was traditionally seen as a one-way street, with organizations occasionally offering candidates a review of what they can do better, it’s just as crucial that organizations themselves gather feedback on how they can improve the hiring process. 

For starters, this is a great way of telling candidates that you care about more than just your company and its needs. Additionally, making meaningful changes to your hiring process can further help build your brand’s image and reputation in the future, giving you a better chance of hiring the best talent. 

Boost Candidate Engagement with Oorwin

Candidate engagement and a seamless and timely hiring process are critical to hiring the best talent for your organization. Oorwin’s digital onboarding streamlines the process using tools like digital signatures and e-forms and offers a personalized onboarding experience for new employees. 

Oorwin’s comprehensive suite automates onboarding, assigns tasks to new employees, and tracks their progress, all of which contribute to making employees feel engaged and valued. Talent acquisition can seem challenging, but it doesn’t have to be if you have the right tool at your disposal. Sign up for a demo today to see how it can transform your hiring process first-hand.

Talent Assessment Strategy: What is Your Recruiting Model?

Posted on by Abhinav Kavuru

Still relying on gut instinct to make hiring decisions? – You might be leaving top talent on the table! 

A clear recruiting model isn’t just a nice-to-have—it’s a strategic advantage. A poorly structured hiring process can lead to missed opportunities, longer time-to-hire, and a misalignment between candidates and company culture.

That’s why companies like Facebook invest heavily in talent strategy assessments, evaluating not only skills but also cultural fit and long-term potential. The payoff? Teams that drive innovation and growth.

A well-crafted recruiting model helps you stay consistent, minimize bias, and bring the right people on board.

Key Highlights 

  1. A talent assessment strategy is a comprehensive approach to understanding a potential candidate’s skills, competencies, and cultural fit in an organization. 
  2. The right strategy depends on the role you’re hiring for and on the organization’s culture, values, and goals. 
  3. Implementing a talent assessment strategy can help you hire the best talent for the role and reduce hiring costs. 
  4. Some of the key talent assessment strategies include skills assessments, personality tests, workplace simulations, and work samples. 
  5. AI-powered applicant tracking systems can help streamline repetitive tasks, allowing HR professionals to focus on hiring the right candidate.

What is a Talent Assessment Strategy? 

A talent assessment strategy is the method that hiring managers use to find and evaluate the talents and abilities of potential candidates and current employees in order to make informed recruiting, development, and promotion decisions.

A talent assessment strategy can incorporate various methods for evaluating job candidates.

For Candidate Evaluation

 For Workforce Development
Skills Tests Performance Reviews
Structured Interviews Skills Gap Analysis
Job Simulations Employee Development Plans

develop a talent assessment strategy that defines your recruiting model and enhances candidate evaluation for effective hiring.

The Benefits of a Talent Assessment Strategy 

90% of hiring managers say that they find it challenging to source skilled candidates across a range of roles. While there are several reasons behind these statistics, one of the key barriers to finding and hiring the right talent is the lack of a well-defined talent assessment strategy. Here are some of the benefits an effective talent assessment strategy offers: 

Eliminates Bad Hires: There are several reasons why an employee may not end up being the right fit for their role.
Some of these include:

1. An incorrect cultural fit.
2. A mismatch between the demands of the role and the employee’s skills.
3. Low productivity leading to poor outcomes and missed targets.
4. Misalignment with the organization’s goals

Improves the Quality of Hires: Using role-specific assessments can go a long way in ensuring individual hires are well-aligned with the demands of their role, their ability to keep up with deadlines, and their competence in their role.
Avoid Bias in Hiring: Statistics have shown time and again how bias can subconsciously creep into the hiring process. The strict use of role-based talent assessment strategies can help eliminate such bias in hiring, leading to the creation of a more diverse workforce. 

Talent Assessment Strategies and Methods 

Different roles require different skills and personalities, and judging these can often be challenging, especially since there cannot be a one-size-fits-all approach to it. Using a combination of strategies thus becomes essential based on the role you’re hiring for or when you need to assess internal L&D needs. 

When you need to ensure the continuous learning of your existing workforce, Oorwin’s Learning Management tools allow you to track knowledge gaps and help fill them via a customized Learning Management System (LMS). 

Given below are some of the key strategies you can consider implementing:

Skills Assessments 

One of the most popular yet effective strategies is to assess a potential candidate’s skills to determine if they’d be a right fit for a given role. If you’re hiring for the role of a Digital Marketing expert, for instance, some of the key skills you’d need to assess include: 

  1. Proficiency in SEO strategies.
  2. Compelling writing skills across a range of mediums, including the web, social media, and more. 
  3. The ability to collaborate with multiple stakeholders. 
  4. Knowledge of key SEO tools, and so on. 

Pro Tip: Conducting a thorough background check is critical to making the right hiring decisions. You can seamlessly integrate Oorwin with an AI-powered background-checking tool like Checkr to ensure you make the right hiring decisions. 

Workplace Simulations 

Think of workplace simulations as test runs, where a candidate is given mock exercises that mimic a real-world work environment. Whether it’s delivering a sales pitch, delivering a presentation to a client, and so on, these are a great way to assess a candidate’s skills for the role in question. 

Work Samples 

Incorporating work samples into the screening process can be a great idea for creative roles such as those of web or UI/UX designers, content writers, video editors, and so on. They offer recruiters an insight into a candidate’s past work, and by extension, their skills. 

Oorwin’s AI solutions can gather all resumes and portfolios with a click of a button without having to manually download each one. This helps streamline repetitive tasks, giving hiring managers more time to assess a candidate’s skills and cultural fit. 

Behavioral Interviews or Personality Assessments 

Another key strategy is to adopt the use of personality assessments. These assess a candidate’s ability to deal with a range of different social situations, solve problems on the fly, and their approach to collaborating with their peers. This is an effective way to ensure that a potential candidate is the right cultural fit. 

While this is one assessment that would do well with an in-person assessment, you can also do this by integrating AI into your talent assessment strategy. Oorwin’s Applicant Tracking System, for instance, automatically ranks candidates so hiring managers have an overview of the best talent for the role. 

Pro Tip: If you’re mass hiring, leveraging situational judgment tests (SJTs) can be a brilliant solution to assess candidates’ decision-making skills in a range of situations. By choosing from a set of options on what course of action to take, you can assess if they’re the right fit for your organization. 

Game-based Assessments

Game-based assessments take the traditional approach to skills assessment and transform it into an engaging experience. It offers organisations the benefit of placing candidates in specific role-based situations to assess their approach to problem-solving, their skills, and their ability to collaborate with their peers when needed. 

Cognitive Aptitude Tests

Cognitive aptitude tests are an effective method of evaluating a candidate’s critical thinking, logical reasoning, problem-solving, and decision-making skills. They particularly help pre-screen entry-level candidates with strong analytical skills, but they’re less effective for role-specific assessments. 

While these are a few strategies that help HR professionals assess potential candidates, there are several others that can help analyze skills and knowledge gaps among an organization’s existing workforce as well.
Talent Assessment Tools

Wrapping Up 

Integrating effective talent assessment strategies is one of the best ways of hiring the best talent, reducing the cost of hiring, and assessing skill and knowledge gaps among your existing workforce. There are several different strategies you can choose from, each of which has its own strengths and weaknesses. The key to choosing the right one is to understand the nature of the role you’re hiring for and ensure you’re clear on the skills and qualities the ideal candidate must have. 

With Oorwin, you can streamline the entire hiring process using its Applicant Tracking System and manage your current workforce using its Human Resource Management tool. Oorwin allows you to: 

  • Download and manage resumes from multiple sources seamlessly and quickly. 
  • Leverage the power of AI to land the best fit for any given role. 
  • Locate qualified candidates from multiple sources using its AI capabilities. 
  • Track and manage employee data and assess their continuous learning needs. 
  • Deliver an entirely digital learning experience for iOS and Android via the Oorwin app. 

Sign up for a demo today to find out how Oorwin can streamline all your HR operations using a seamless, unified interface.