The 3 Greatest Challenges to Remote Candidate Assessment

Remote Candidate assessment
Remote candidate assessment

Remote Candidate Assessment Challenges – Who’s Who?

How often has it occurred to you that you hire a guy, who isn’t really the guy who took up the offer? The guy you hired was a pro-active, motivated and goal-driven professional. The guy who joined the team is a mere stranger to the phrases above!

Well, let’s say even the best of us sometimes fail to decipher the who’s who; who is the Bruce Wayne and who is the Dark Knight!

Candidate Assessment is a clearly a challenging easy task. Now, imagine the same scenario, but the assessment is remotely conducted. Tough. Isn’t it?

Forget deciding between Bruce Wayne and Batman, you might just be left wondering:

whether it’s Bruce Wayne or Bruce and Wayne.

So, what’s the bottom-line?

Remote candidate assessment sounds more of a double edged-sword; if you don’t embrace it, you lose out on talent, and if you do embrace, you aren’t really sure of the talent who got shortlisted.

Remote Candidate Assessment Challenges – To Be or Not To Be?

Remote Candidate Assessment can precisely be three possible combinations:

  • Written Remote Candidate Assessment,
  • Video Proctored Remote Candidate Assessment,
  • Or a combination of both of these.

Now, let’s delve deeper into each of these:

First scenario: 

  • You are basically assigning a candidate to complete the task on paper, or on the cloud. The glaring question is: how genuine is the remote candidate assessment actually? The candidate has options, both old-school and new-school, to ensure he hits the bull’s eye. While the new-school way of manipulating the assessment would mean a license to access almost everything on the internet, the old school refers to a different identity taking the assessment of the candidate. 

Second scenario:

  • Let’s say, your remote candidate assessment program is more scientifically designed. So you think, in saying that it is completely video-proctored, i.e, video interviews. The greatest problem with a video interview is: it isn’t really a viable option for assessing talent across levels and seniority. On top of that, having a webcam and internet is a must. While that’s more of a norm in 2017, it still does not really ensure a smooth, flawless video interview. It may end up in a terrible miscommunication. Again, just because a candidate is good at expressing face-to-face, doesn’t guarantee his ability to express himself equally well or at ease, on camera. In that case, you’d yet again be misjudging, based on your interpretations of his ease/hesitance (the unconscious bias).

Third scenario:

  • When it comes to a combination of both, things are even tougher to decipher, though it might look the most viable option, to ensure authenticity. Suppose Bruce Wayne applies for a job. You assign him an assessment, post clearing which, he will have to the final video interview. If he clears the video interview round as well, you roll out the offer. The equation is simple, right? Or, is it? What if, post onboarding, you realize, it’s definitely a Bruce, but not quite Bruce Wayne. What if, Wayne took the written assessment, and Bruce took the video interview? 

Remote Candidate Assessment Challenges – Worth The Risk?

Well, from the above observation, remote candidate assessment is a double-edged sword. Either way, it’s going to cut you. But, there’s a catch to the otherwise Catch-22. While it is not possible to correct remote assessment, under any circumstances, it could evolve for better. With the current talent landscape going more mobile than ever, remote candidate assessment is the way forward. The platforms offering remote candidate assessment have to be all the more robust, dynamic and customizable. The coming of age for remote candidate assessment is necessary to enhance talent connectivity and outreach at large. After all, anytime anywhere hiring is the new normal.