The changing process of hiring: assessment of skills come first

A few years ago, hiring in many organisations followed a familiar sequence. Candidates submitted applications, recruiters screened resumes, and shortlisted applicants were invited for an initial conversation. Depending on the role, this was followed by technical, functional or managerial interviews. Today, that process is changing in some sectors, particularly for technology, banking, financial services and large-scale recruitment.

For certain roles, candidates may encounter an online skills assessment soon after applying. The assessment may test coding, reasoning, communication, problem-solving or role-specific knowledge before a recruiter or hiring manager reviews the application in detail. As a result, the first stage of interaction between a candidate and an organisation is increasingly becoming a skills-based assessment rather than a conversation.

Why skills assessments are being used

One reason for this change is the volume of applications received for some entry-level and high-demand roles. Digital assessments allow organisations to evaluate candidates against defined criteria before moving to subsequent stages of recruitment. The changing nature of work is another factor. Employers are increasingly looking for specific technical and workplace capabilities, while many roles are also being affected by artificial intelligence, automation and digital technologies. A degree remains an important academic qualification, but organisations may also want evidence that applicants can apply their knowledge to practical problems.

Online assessments can provide one way of collecting that evidence. Depending on the organisation and role, these may include coding exercises, aptitude tests, case-based questions, situational judgement tests, communication assessments or other practical tasks.

What it means for students and graduates

For students preparing to enter the workforce, the change means that preparation cannot be limited to writing a resume or practising interview questions. Candidates may need to demonstrate their knowledge through practical tasks. An engineering student, for example, may be asked to solve a programming problem, analyse data or explain a technical approach. A management graduate may encounter a case study or situational exercise. Communication-related assessments may ask candidates to organise information, respond to a workplace situation or present an idea clearly.

This makes regular practice important. Students can use academic projects, internships, competitions and laboratory work to develop evidence of what they can do. They can also become familiar with common digital assessment formats without treating any single test format as a substitute for broader learning.

Preparation should also include understanding the role itself. Students who know what a position involves can identify the technical and professional skills they need to strengthen. This can make career preparation more focused than collecting qualifications without considering how they will be applied.

The role of colleges and universities

The changing recruitment process also has implications for higher education institutions. Colleges can help students become familiar with practical assessments, digital recruitment platforms and workplace-oriented problem-solving while they are still studying. This does not necessarily require changing the entire curriculum. Projects, presentations, case discussions, coding exercises, internships and collaborative assignments can provide opportunities for students to apply classroom knowledge.

Career guidance can also explain how recruitment processes differ across industries and organisations. Students benefit from understanding that there is no single hiring model. Some employers may rely heavily on assessments, while others may continue to place greater emphasis on interviews, portfolios, internships, academic performance or a combination of these factors.

Keeping the human element

The growing use of digital assessments does not remove the need for human judgement. Assessment results are one source of information about a candidate. Interviews, academic work, projects, internships and interactions with hiring teams can provide additional context.

Employers also have a responsibility to ensure that assessments measure skills that are genuinely relevant to the job. Clear instructions, appropriate time limits, accessible technology and transparent evaluation criteria can make the process more meaningful for candidates.

For students, the broader lesson is that employability involves more than possessing a degree. Academic knowledge provides a foundation, while practical application, communication, problem-solving and familiarity with workplace expectations can complement that foundation.

The hiring process is evolving as organisations adopt more digital tools and seek clearer evidence of job-related skills. For students and institutions, understanding these changes can help make career preparation more deliberate. The goal is not simply to prepare for one particular test, but to develop the knowledge and capabilities that can be demonstrated across different stages of recruitment.

(The author is the CEO of ExamOnline)

ABOUT THE AUTHOR

Maneesh Singh