Vanya Wryter Consulting Services

Tag: job interview

  • AI Testing for Communication Skills: Will It Replace the Job Interview?

    AI Testing for Communication Skills: Will It Replace the Job Interview?

    Communication skills are, without a doubt, vital for any job and any career. Effective written or spoken communication is necessary for sending and receiving messages in person, by phone, email, or communication platforms such as Zoom or Click-Up. Communication must also be adjusted for your audience, whether you speak with a co-worker, customer, or supervisor.

    Traditionally, employers evaluate a future employee’s communication skills based on the content of their resume, their writing skills in their application, and how they communicate during their interview.

    From this assessment, employers determine how suitable the candidate’s communication skills are for their future job. If their assessment is correct, they will have a suitable candidate. If their assessment is wrong, they will have wasted valuable time and resources.

    The communication skills required to ace the interview process are not necessarily the same as those needed for the future employee’s job. How we communicate with potential employers is not the same as with customers or supervisors.

    One solution is to test a candidate’s communication skills by recreating communication scenarios that are similar to what the future employee will encounter on the job. These scenarios can be duplicated through computerized assessments.

    How effective are assessments at determining a candidate’s communication skills? It depends on the skills you are testing and how closely the tests mimic actual work scenarios.

    Communication Skill Tests Reveal a Candidate’s Strengths and Weaknesses

    Communication skills are one of many soft skills that are transferrable across occupations and industries. Soft skills include leadership, creativity, problem solving and time management.

    Communication skills are more than listening and speaking. They include observation, empathy and non-verbal communication.

    How well can a candidate convey an urgent message to their team? How well can they use technology to understand a customer’s issue and communicate an appropriate solution?

    In addition to the job interview, we can ask a candidate to complete a standardized communication test online or complete a language assessment. However, these tests might not evaluate how well the candidate pays attention to detail, shows empathy, or demonstrates active listening.

    A skills assessment created for the types of scenarios that a candidate will face on the job will more accurately test their strengths and weaknesses.

    Will the candidate be managing teams and multiple projects? An AI test scenario could be a recording of a team member calling in to say he cannot meet the deadline because of a family emergency. In the recording, he summarizes what he has completed and what still needs to be done.

    As part of the test, the candidate records their response on the phone call. Do they show empathy in their response? Do they show active listening skills when they repeat the details of what needs to be assigned to another team member? How clearly do they articulate their message if the test requires a timed response?

    This is just one example of using AI assessments to determine how a candidate will communicate in a workplace situation.

    Test for Specific Types of Communication

    To decide what types of communication to include in an assessment, an employer first needs a clear and detailed description of the future employee’s job. What will be their responsibilities on a day-to-day basis? Who will they interact with? What problems will they need to solve?

    When the employer has created this description, the next step is to determine what communication skills are needed to perform those tasks.

    Some skills that employers often test for include:

    • Active listening: Showing the speaker that the listener is involved by nodding, paraphrasing what was said, or asking questions that show the listener heard what was said.
    • Comprehension skills: Understanding and responding to straightforward or complex workplace problems.
    • Language proficiency: Articulating clearly and efficiently the speaker’s message to the audience.
    • Problem solving: Providing a solution in a clear, concise manner with minimal or no errors.
    • Social skills: Dealing with customers or co-workers, particularly if there has been a misunderstanding or the other person is emotionally distressed over an issue.
    • Adaptability: Handling new situations that were not taught in training or haven’t previously occurred at the workplace.

    After deciding what types of communication skills to test for, the next step is to create a test that can accurately assess a candidate’s strengths and weaknesses for these skills.

    Why Use an AI Communication Skills Test?

    AI software has greatly improved over time. Assessments provide a more accurate evaluation of the candidate’s communication skills, allowing recruiters and employers to assess a candidate’s suitability for a specific role.

    These tests can be completed as part of the interview process at the employer’s office or at the candidate’s home after logging into the testing system.

    As technology continues to advance, companies have changed how they operate. More people can work from home, meaning companies have become more global. One company can hire employees from multiple cities and even other countries.

    The benefit is without the limitation of location, companies can hire the candidate with the best skill set for the role, regardless of where the candidate lives. However, communication skills become even more crucial with remote teams if employees no longer meet in person.

    With these changes to companies, communication skills become even more vital. How will the candidate handle problem solving when working at home? How will they use the technology to communicate by email, phone, or communication apps to solve a customer’s issue or work with team members they have never met?

    With AI communication testing, the employer can re-create scenarios that occur with their customers. The candidate will complete a typical scenario they will encounter by phone or email on the job.

    Their answer is then recorded and evaluated. Unlike standard testing, with AI assessments, more than one answer is possible. The candidate might not know the correct answer to a question because they are unfamiliar with the company policy or procedure. However, the employer can review how the candidate responded and evaluate only the clarity of the answer.  

    These communication assessments can evaluate many types of verbal and written communication scenarios between employees and the customers, co-workers, and supervisors.

    These customer/employee interactions and employee/co-worker interactions cannot be evaluated in an interview. However, they can be recreated in an AI communications assessment.

    Key Takeaways

    Communication skills are one of many soft skills vital to one’s ability to perform well on the job. Communication is in many forms: on the phone, by email, through messaging apps, and is more than listening to words and responding. It includes our use of language, empathizing with the speaker, how well we problem solve, and our active listening skills.

    When searching for the right candidate for the job, employers need to evaluate the candidate for communication skills, but an accurate assessment isn’t necessarily possible during an interview. An AI assessment can recreate typical scenarios that the candidate will encounter when working with customers and their team while on the job.

    These more accurate assessments of a candidate’s skill set will result in better hires and a more efficient hiring process.

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  • 5 Tips to Stand Out at a Job Interview

    5 Tips to Stand Out at a Job Interview

    Whether you are up against one or several candidates for the same job, standing out from the competition will give you the critical advantage. Zoom has replaced in-person job interviews, eliminating some traditional interview challenges, and presenting new ones. Ambitious candidates should consider these 5 tips to stay ahead of these changes and ace that interview.

    1. Be Well Prepared for Zoom

    A job interview on Zoom requires a different kind of preparation than an in-person interview. First, have what you need within your reach so you don’t have to stand up in the middle of your interview. Items to place within reach include a cup of water (in case your voice gets hoarse), a notepad and pen to take notes, a copy of your resume, and anything else you think you may need.

    Do a test of yourself in a Zoom meeting. If possible, get your own Zoom account so you can use that meeting room as needed. Check for potential technical issues.

    How is the lighting? Do you need to move yourself closer to a window or turn on a lamp? If the interview is in the morning, I do the lighting test in the morning so I’ll have the same lighting conditions. I also check the weather forecast. If it’s likely to be cloudy on my interview day, then I try to do a test on a cloudy day.

    Look at how you appear on camera. If the camera is too far from you, you will look small on screen. If you are looking down at the camera, the audience will have a less flattering view of your chin folding up. Remedy this issue by placing the laptop higher up on another surface.

    If the laptop camera is tilted too far back, the screen will show the top of your head and the ceiling of your room. Readjust your camera as needed to give the interviewer the best view of you.

    Here’s a bonus tip: on the day of your interview, remember to look at the camera when you speak. It’s tempting to look at the people on the screen, but you will appear as if you are looking down! Looking directly at the camera will give you direct eye contact with the interviewer.

    Wear the clothes you will wear to your interview. Certain colors looks different on camera. Pink, for example, appears red. Floral patterns against a virtual background will make parts of you disappear like you’ve been cut apart with scissors. Solid colors seem to work best if you’re using a virtual background.

    Lastly, check your sound. Is your microphone working? Should you wear headphones to block out background noise? Doing these technical checks before your interview will make you look more prepared and professional on your interview day.

    2. Share Stories to Bring Your Resume to Life

    The day of your interview, they may start with that ubiquitous question: “Tell me about yourself,” or “Tell us about your experience with….” The purpose is to give them an overview about you, warm you up for the interview, and summarize some points from your resume.

    If you’re up against several candidates, talking about your experiences and skills won’t make you stand out. Your interviewer will be hearing other candidates talk about their skills and eventually all these skills descriptions will blur together. If you want to stand out, don’t just talk about your resume.

    Share a story.

    Research the company ahead of time and find out what its mission and vision is. Understand what is important to the company, and pick anecdotes from your professional life that fit the company culture to share during the interview.

    If you want to show how innovative you are, for example, don’t just talk about your skill. Share a story that demonstrates your creativity. How did your innovation result in a better project for the client?

    If your skill is proficiency with a computer program, tell a story about what you did with the program. People don’t remember facts such as a listing of your experiences. People remember stories. Stories stick.

    Did an interesting or funny moment occur while you were implementing the computer program? Talk about the moment as if you’re sharing a moment with a friend.

    You will sound impressive talking about your achievements but showing your personal side will make you stand out. You can share how you improved the efficiency of your company by 15% with the new system that you implemented. But talk about it like it’s a scene from a novel, not a dry news story.

    It’s the stories that people remember. These personalized stories are also a way for the interviewer to get to know you better as a person. You want them to see you as more than a skilled employee who lives to work.

    3. Create an Emotional Impression

    People don’t necessarily remember the details of what you talked about, but they will remember how you made them feel.

    Ideally, you want them to associate you with happiness. I like to tell stories or jokes about my work experiences. They aren’t the type of joke with a punch line. They are more like jokes about awkward experiences that people can relate to, such as the challenges of navigating your way around a foreign city.

    I treat certain moments of my interview like having coffee with friends or associates. When you use humor, people will remember how they felt. They will remember laughing and feeling at ease with you.

    Tell a joke only if it fits the situation, and only if it sounds natural to you. If your jokes tend to be met with silence, jokes may not be the way to go. Also, tell jokes if you have a good feel of the situation.

    Does the company culture seem to be casual and easygoing? Does the interviewer seem like someone who would appreciate your humour?

    The joke should emerge naturally from the situation and not feel forced. I keep my humor professional yet casual, and if I have a hard time reading the other person, I tend to err on the side of caution and not share as much humour.

    Creating an emotional impression is your goal.

    At the end of one interview, the interviewer commented, “We had a lot of laughs.” She was in a good mood and my words had given her a sense of my personality. How you make someone feel is as important, if not more important, than your skillset and work experiences.

    4. Ask Challenging Questions

    Near the end of the interview, they may ask you if you have any questions. I usually have about five questions prepared, in case one of them gets answered during the interview.

    I like to ask questions that are memorable. Choose questions that require a bit of thinking and aren’t asked often. As part of my preparation, I search for lists of commonly asked questions for interviewers and choose ones that would be interesting to share.

    For instance, I’ve asked the interviewer what they like about their role at the company. It’s personal, gets them thinking, and gives you some insight about their company culture. Also, this question isn’t likely to be answered during an interview.

    If your interview is conducted by a panel, you can also apply this same question to each person.

    You can also ask about your prospective job. For example, inquire about what they consider to be a mark of success for the position that you are applying for. This question also gives you some insight into company culture as well as their expectations of what you will be doing.

    Avoid asking questions that show you didn’t do your research about the company. For example, asking them who their typical customers are when the answer is provided on one of their webpages.

    Don’t forget to ask them about next steps. I find that well-organized companies are clear about next steps and may even outline this for you before the interview. If you know the timeline or how you will be notified, you reduce your stress.

    5. Take Mental Notes

    Take notes during the call, either physically with your pencil and paper, or mentally. Could you have improved on your answers during the interview? Is there something you could have shared about your work experience that you didn’t?

    I’ve frozen or drawn a blank when asked a question during an interview. I’ve been asked a “Tell me about a time when” question and it wasn’t until the interview was over that I remembered a great answer. You’ll have a chance to address these loose ends after the interview.

    I write a thank you letter to each interviewer after the call. To do this, I refer to the notes I took during the call.

    If possible, acknowledge something that each interviewer said in your email. Expand on a point that you spoke about to give more information if you feel it strengthens your candidacy. Reflecting on your answers by expanding on them in an email shows you take initiative for self improvement.

    Conclusion

    How do you stand out in an interview when there are multiple candidates who are just as qualified as you are? The key is to share stories because people remember stories better than facts. You also want them to feel good about speaking with you. When the interview ends, it’s your unique stories and questions that will linger in their minds.

    Photo credit: Andrea Piacquadio (feature image), Anna Shvets (second image), Mohammad Danish (thrid image)

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