So now you have shortlisted the candidates, you have a summary, you have a scoring sheet, and you've
presented that data to the hiring panel.
Now we're going to see how we can use AI for the pre-interview assessment and testing.
Because you know, if you usually that's the case for any candidate to face the panel for the technical
round or for the, you know, any level of discussion, a pre-assessment has to be done by the HR team.
Now, how can we use AI for that?
So, um.
Imagine your hiring manager coming and saying that, you know, great.
Can you please create a quick test for them also?
Okay.
And suddenly you are like, oh my God, now I have to create a test.
What has to be asked?
What is important?
What is not important?
Which type of question should I ask?
What are the formats?
There's so much to decide upon.
About.
So, um, you know, because creating test, you know, test or any assignments like the mcqs, the
case studies, they take time.
The role play takes time.
Evaluation takes more and more and more time.
And worst of all, most HR teams don't even have a standardized way of testing skills.
So, you know, your test, your testing, uh, sheets and everything.
They keep on changing a lot.
So what happens then?
Every manager wants a different type of test.
So you if you were hiring for the sales team, you're hiring for the technical team.
You're hiring for the finance team.
Every every manager wants a different kind of text and every candidate gets a different type of assessment.
So how do you uniform and define the whole process?
There is no consistency, no fairness, no efficiency.
If you're hiring for a certain role in the month of May, the test is different.
If you're hiring for a certain role in the month of June, the test format is different.
Of course, the questions are different.
The the the I mean what questions you are asking on what parameters you are judging.
You know, it could be a slightly different.
You cannot keep on repeating the same question, but the whole system should not be different so that
you don't you do not have to go on and rework again and again.
The rework has to happen because after the assessment assessment that you are doing the pre-assessment
and after the pre-assessment, if you are not getting a good lot of candidates to present to the panel,
then you have to understand that, you know, the assessment is was not good enough, and I have to
change the way of assessing the candidates.
That is a different thing based on the feedback of the panel.
But every time, you know, changing the whole structure is not feasible because for someone who is
continuously hiring for different roles, doing so many things, you have to have a structured format
of the whole assessment level.
Now, assessments matter the most, but HR has the least time and the tools to build them.
You have done your job.
You have given a shortlisted candidate to the to the panel, but now they are wanting you to also do
the pre-assessment.
So now AI can design accurate roles specific assessments in seconds.
So not even hours, days, seconds literally.
So what happens with AI?
What kind of questions you can create?
You can create mcqs multiple choice questions, case studies, role play scenarios.
Practical tasks.
Communication test.
Technical coding challenges.
Behavioral questions.
Situational judge test.
Judgment test.
If you're hiring for a senior senior level, or any senior position, this is a very important parameter.
You know the judgment of the candidate in a certain situation.
How will that person react?
You have to you have to check on that also, and you can generate them for any role you're hiring for
sales, HR, IT, finance, customer support, operations, admin, you name it and you're going to
have it?
AI can even evaluate the submissions for you.
This section is going to make you feel like you've unlocked a secret for HR.
So now you are not only, you know, shortlisting good candidates, but you are also doing a major part
of the hiring, which is a very integral and an important part, and it actually portrays you as an
HR rockstar over here because you are doing so much and you're doing it so efficiently and so quick
also.
So now we're going to talk about how do we do that?
So, um.
How AI designs skill based assessment now how AI is working.
What is the behind the doors?
What is happening.
You don't need to know how to design assessments.
You just need to describe the role.
So you do not have to set up the questions.
You can just tell what role you are hiring for.
And AI will give you the list of questions AI uses.
Competency mapping.
Industry standards.
Behavioral frameworks, job requirements, and skill matters.
So even parameters that you are then human, you can miss on if you do not have the industry knowledge.
Of course, that's not possible for you to go to the web and see what is the trending questions around
that.
What is trending if you are not a technical person?
Of course, you cannot go ahead and make that judgment.
But AI is going to do that for you and it is going to generate assessments that are accurate effective
okay.
So we use you can use a prompt like this.
Create a skill based assessment for a customer support executive include communication skill empathy
testing problem solving tasks and basic product knowledge checks.
Okay, so AI instantly will give you five mcqs one case scenario, one writing task, one role play
situation.
Or if I am saying five, that's not a mandatory thing.
If you want, you can go and say that you know I want 20 mcqs.
I don't want a writing task.
I want to role play situations.
Whatever information you want, you can after this prompt, you can put in that, you know, create
a skill based assessment for a customer role, including communication.
This, this, this, this, this.
And you can also write I, I would prefer 20 Mcqs whatever your preferences you can go ahead and put
that.
Just put and enter.
You will have the whole set of assessment in front of you.
Yeah.
So um ah a real life example here.
So one of my clients needed an assessment for a junior sales role.
Okay.
She used ChatGPT to generate ten mcqs, one negotiation scenario and one product page assignment.
So this was a game changer for the HR when she when she started getting the results and when she started
getting the answers from the candidate, it helped her more to tone down the or refine the whole shortlisting
process.
And out of ten, you know three were the best candidates that she, you know, went ahead and placed
in front of the panel.
So it was such a refined filtering, such a good format of filtering, such a faster, efficient and
a quicker format of filtering for the HR, wherein, you know, she was praised for her work.
And of course, the panel was so much panel and so much less work to do.
And this was all done like, you know, minutes for a.
Now we're going to talk about creating Mcqs for knowledge testing.
Now how do you do that?
Mcqs.
Now, now see if you are putting the prompt in that you know, I want ten Mcqs one role play scenario,
two case study or whatever you are saying.
You have to understand what does the each test hold value?
Where should you use Mcqs?
In which roles are they relevant and in which rules they are irrelevant.
Mcqs are perfect for it.
Basics for HR basics.
Finance fundamentals, product knowledge and industry terms.
Create ten Mcqs with answers for an entry level HR assistant.
This is a prompt you can use if you want to create Mcqs.
Now AI will give you the answers.
It will also give you the explanation.
You can even ask what level if you're hiring for a junior level, senior medium, whatever level.
Okay, so the purpose here is to make you understand different kind of assessments that are there,
which assessment is good for which kind of roles.
If you're hiring for HR, finance, product, whatever, any specific technical or mcqs you can, you
can opt for mcqs.
Now this is a prompt that we used.
Create a short case study for a sales executive that test objection handling and communication okay.
So for sales this objection handling is a very important criteria.
AI gives you scenario like a customer says your product is too expensive okay.
How would you respond.
You can also ask for rubrics and expected answers.
So if you are putting if you are giving a case study kind of a question to a candidate, you can use
this prompt.
Okay.
This prompt create a short case study for a sales executive.
And if you also want you can put in the rubrics matrix.
Over here you can say that you know rate of I.
For this question I want the candidate to be rated on 20 points based upon the most ideal answer.
You will get the score.
Of course, you can go and read the response of the candidate, but then whatever answer the candidate
has given, if you put it into AI, AI, AI will also give you a good score.
Like, you know what should.
How good is the answer based on 20 points?
Next we spoke about Mcqs.
We spoke about the, uh, the case studies.
Now we're going to talk about the practical task.
These are perfect for, you know, customer support, marketing, admin operations or data entry.
So you can give them some task to do.
And you can see how good or error free task they are doing.
So the prompt you can use is create a practical task to test the data accuracy skills of an administration
assistant.
So I will give you the clean this data set.
Like these are just examples.
You know what kind of test they can give you clean identify errors.
Summarize the document.
So these kind of questions you're going to keep getting.
So we just walk through again so that you know you are not confused.
So we spoke about Mcqs on what roles you can use Mcqs.
We spoke about the case studies, where you can derive where you should give questions to the candidates
on case studies.
If you're what rules require case study answers to help you judge better, judge the candidate better.
Now where you can use the practical task assessment.
Now comes the behavioral assessment.
I think this is applicable to all kind of roles that you're hiring for.
AI can generate.
Now how will you judge a person on behavioral aspects?
What you can do is AI will generate a situational judgment task.
And on what and and on.
In that scenario, if you put a person in a certain scenario, how will that person react?
Then you can assess their behavior or judgment skills.
The prompt you can use is create three behavioral scenarios to test teamwork conflict resolution, and
attitude.
Now, if you're hiring for an HR role you can use, this is very important.
This may not be, uh.
Um, are very relevant on the technical front.
Of course, if it is for a senior level hiring, this is very important.
If you're hiring for a senior CTO level, this is very important.
Rather than the technical coding part.
You have to understand which role requires which question to be judged upon, whether you want more
mcqs, more behavioural judgment, more case study, more practical knowledge that judgement has to
come from you.
But if you are ever confused in any way that you know you don't know which questions should be to should
hold a larger part of the assessment.
You can go and ask that, you know, I'm hiring for a customer service role, and I have these type
of questions in my mind.
Tell me, uh, what is the ideal number of questions I should ask the candidate to for a better judgment?
It is going to give you the result.
Now you can go and put the prompt and you can start generating the the questions.
Now, um, after you've spoken about the behavioral the soft skills.
Now we're going to talk about.
Now we're going to build assessment packs one per rule.
This is helping you you know, give some more clarity.
Now if you're hiring for a sales role, what should the, uh, you know, the the whole assessment pack
should look like.
Mcqs pitch recording tasks.
You can ask that work.
I needed to record the pitch, negotiation, role play, customer objection, case study and CRM knowledge
test.
So the prompt you can use is create a sales executive assessment pack for a Dubai based SaaS company
and include, uh, you know, MCQ, pitch this, this, this, this.
You get the answer.
So this is we're just giving you certain examples.
Since we've spoken so much about different roles for a sales Assessment.
You can use this prompt.
You can use, you know, these kind of questions in the assessment MCQ speech recording, negotiation,
customer objection CRM knowledge test for a sales role.
Now moving on to the HR assessment part.
Mcqs you can use you can scenario based hiring conflict resolution scenarios communication writing tasks
which is very important.
Policy drafting task candidate evaluation assignment.
So these are certain, uh, you know, the certain, um, suggestions that you can use if you are building
a task for the position of HR, the prompt you can use is build a complete assessment pack for an HR
assistant.
You can put this you can put this prompt and then you can of course put in these pointers.
Also build a complete assessment pack for an HR assistant wherein I want the candidate to be judged
on.
You can mention on certain mcqs scenario based hiring, communication, working task policy, draft
policy drafting, task candidate evaluation assignment.
You can mention this in the prompt.
Next, if you're hiring for an I.T role, of course the technical interviews will hold a major part.
Coding challenges is of course going to hold a major part debugging exercise synergy design mini tasks
so that you can include these.
And the prompt is going to be create an IT Support Engineer assessment pack for a beginner to intermediate
level.
If you are hiring for a senior level, you can you can mention that.
And if you are confused whether you know out of these technical coding or debugging or system mini tasks
which should be included, which should be excluded, you can ask that, you know, I'm hiring for a
senior CTO role.
List me the the type of assessment should that should be included in the assessment.
So it is going to give you a result on that also.
So it is just about playing with the prompts.
Once you start, once you start getting comfortable, you can build in your own prompts.
You will not require these.
These are just examples.
And you know, giving you a complete list of prompts is not possible because it is very subjective.
It is very different.
You might have a different, uh, different vision, a different kind of, uh, expectation around that
role.
But the purpose here is the the clearer you are, these are the basic prompts.
You can just make tweaks and changes as per your requirement okay.
So but we have, you know, um, put in a most common hiring, uh, rules sales HR it now we are coming
to uh finance also.
So finance assessment you can use the accounting MCQ ledger task reconciliation monthly report case
study excel based assignment.
And you can use this prompt.
Create a Finance Executive assessment pack focusing on bad bookkeeping and reconciliation.
Now we're going to talk about the automation evaluation.
Now you have given the task to the candidates.
You have drafted the assessment and you have given the task.
Now you are getting the responses from the candidates.
Now what do you do?
How will you.
It is not possible for you to read all the assessment and, you know, to check all the assessment one
by one so you can automate this also.
You don't need to manually evaluate every task.
AI can actually do that.
It can evaluate the answers.
It can score the MCQ.
It can score the case studies, analyze writing samples, detect communication side, provide feedback,
also highlight the red flags and rank the candidates.
So for that you have to use this prompt.
Evaluate this candidates assignment based on clarity, accuracy, problem solving and communication.
Score them out of 100.
And then what you do, you paste the candidate submission and the AI will evaluate.
If you're hiring for a sales sales role.
You have the assessment or whatever assessment answers they have given you.
Put in this prompt and you put in you put in the, uh, the answer that they have given.
And it is going to give you the summary.
And it's also going to rate the candidate out of 100 or whatever number you want to rate them on.
Now again, we are going to talk about some tools.
If you are comfortable using them you can if you're not, if you're not, you can skip this part.
Zapier Make.com you can candidate can directly go and submit the task over there.
They can you know, the submissions will go directly to the AI automatically.
So you do not have to go manually.
Go and put in the answer.
So these are all automation that we were talking about earlier.
Also like and other platforms.
Now what they do AI will evaluate and score.
Scores are added to the Google sheet and this is also automated.
You do not have to go in and you know, put everything manually.
If you have ten candidates, you have the you have the assessment, the AI will rate them and it will
automatically move all the results to a Google sheet.
Also, HR receives the email summary.
So basically after the Google sheet the final part is the summary.
So whatever the result is, it will be directly hit or it will directly hit to your email, your email
account so you can see all the data at once.
No coding, no complex setup, just automation that is doing the heavy lifting for you.
So whatever heavy lifting around the task, automation is going to do that for you.
But again, I will say this is something a more advanced level of hiring.
If you are comfortable using ChatGPT or Gemini, then you can move into these tools.
And also it depends a lot on your company policies and everything.
But then if you want to, if you actually want to learn about these, you can.
And as mentioned, we can set up a meeting or something for you to discuss on that.
How to use these advanced tools.
But for now, if it is overwhelming for you, you can skip this.
You can just normal use ChatGPT and then you can, you know, go and put manually.
You can put the answers and you can see the results.
But the real magic actually happens when you start using automation.
Also, you know, it's much faster and it's it looks a little overwhelming.
It looks oh my god, so much to do.
Confusing.
But then once you start using it no, it's it's amazing.
Next.
Um, so AI doesn't just help you create assessment, it will help you run an entire assessment system.
You can now design fair, accurate test.
You can evaluate candidates.
You can reduce the biasness.
You can save the hours, you can stop guessing and you can make quick hiring decisions.
So this is what you know a top HR teams are doing nowadays for huge and everyone because you know,
they are operating on the automation, on the automation.
Uh, Everything.
Everything is on autopilot, right from the creation to the onboarding.
So now we also see how onboarding can also be done with AI.
How can you use AI for the onboarding procedure?
Okay.
And also I think it's bias free also because sometimes with a human human judgment coming in a lot in
every step, there's a lot of biases.
Now there's supposedly if you have a scenario based question, you have a different personality and
the candidate has a different personality.
Whatever answer that candidate has written, it may not.
It might not look good to you, correct to you, or you might feel that that's not good enough.
But that doesn't make the candidate less worthy because you also are human.
You have a different mindset of judgment.
But with AI, everything is, you know, calculated in line with the industry standards and everything
has every answer has a certain calculation that's done.
Nothing is on just judgment and how good your mood is.
Okay.