​While traditional job interviews are still widely practiced, many Employers and Recruiters agree that they don't always provide a holistic view of Candidates – and can even limit the diversity of hires. For example, some Candidates might have difficulty verbally articulating why they are the best fit for the job, while others might be restricted by the hours and locations offered for interviews. This can be a huge hinderance when looking for a job as a candidate, or when looking to expand the diversity of your workforce.

Employers and Recruiters are becoming more attuned to this, particularly as the benefits of workplace diversity become more widely known. As a result, we are seeing the emergence of new Candidate assessment methods which offer job seekers a greater sense of accessibility, and provide a more accurate and fairer depiction of their skills. Here are some of the top emerging assessment tools which LinkedIn has identified in its recent research, which are set to level the playing field:

Job Auditions

One of the biggest limitations of the traditional job interview is that it doesn't always give Employers and Recruiters an extensive insight into how a candidate works within an organisational setting – as well as the unique attributes a Candidate can bring to a role. For this reason, some companies are turning to job auditions, to gain a more accurate view of Candidate performance, rather than relying on face value which could be tainted by bias.

Job auditions allow Candidates to be fairly judged solely on performance, simulating high pressure work situations which require Candidates to solve business problems, collaborate with a team, and draw on leadership skills. Viewing candidates in these mock situations can give Employers and Recruiters a much more realistic view of each Candidates' skills – while also offering Candidates who are uncomfortable in an interview setting the opportunity to showcase their performance in a practical forum.

Video Interviews

Attending interviews in person can be difficult for many Candidates for a number of reasons – perhaps they have family commitments, are not able to travel, or the location of the interview does not have accessibility requirements that meet their needs. Video interviews are a great way to combat this, encouraging candidates of all backgrounds to apply for roles, and allowing for more flexibility for Employers and Recruiters.

Video interviews typically exist in one of two formats – the first involving Employers / Recruiters and Candidates interacting in real time through video chat. Alternatively, Candidates can be presented with a list of predetermined questions, and allocated a time limit to record their answers. Employers and Recruiters can then review these answers later in their own time. Both formats of interviewing enable Candidates to engage from a comfortable setting, eliminating the need for travel - and offer more flexibility. Remote interviews can also provide Candidates with opportunities they otherwise might not have had access to, allowing them to apply for a role in a different city, or to conduct the interview outside of office hours to suit their availability.

Soft Skills Assessments

While technical skills and work experience are still important considerations for job applications, Candidates who possess strong soft skills are increasingly desired by Employers and Recruiters. These soft skills can refer to areas such as teamwork and flexibility, and also aspects such as emotional intelligence. High tech tools such as Koru and Pymetrics can assist with these assessments (which can be as quick as 20minutes) and provide deep insights into each Candidate.

Not only do these types of assessments remove bias from the interview process, they allow Employers and Recruiters to draw on talent pools with more diverse backgrounds and experience, particularly within a tight timeframe.

Virtual Reality Assessments

Virtual Reality (VR) assessments are one of the most high-tech emerging Candidate screening tools – immersing Candidates in an interactive, virtual environment. Like job auditions, VR assessments can give Employers and Recruiters an understanding of how Candidates authentically react in difficult workplace situations, assessing them solely on their performance, and decision making skills. This again can eliminate any bias, and will not only provide candidates with a fun interview experience, but also provide Employers and Recruiters with a transparent view of each Candidates' skills.

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If your next interview is virtual, read our article on how to best present yourself in a virtual interview here.