Do you ever think about how odd it is that we still use resumes to apply for jobs? With all the world’s technological advances and connectivity, employers still want to see a bunch of bullet points on a piece of paper. It’s weird, isn’t it? With all the things that have changed and are changing in the work environment, wouldn’t resume-use change too?

Sure, a lot of employers use alternative sources like a LinkedIn profile in place of a resume, but LinkedIn is really the same thing as a resume, except online. Maybe it’s time for the resume to take a step into the next century.

One problem with resumes is that it’s very easy to lie on them. A skilled recruiter can spot the lies, but the point still stands: you’re dealing with a lot of uncertainty and exaggeration with resumes. If we want a clearer picture of a potential employee’s skills and competencies, maybe we need to change our approach to the job interview.

Reverse the Thinking: Try Training Before You Hire

Adaptive Learning provides you with performance, unconscious incompetence, and learner confidence data, as well as other employee analytics. Wouldn’t this be great data to have when considering who to hire?

Offering a short, Adaptive Learning course before an interview (where applicants can’t exaggerate their achievements) could be an easy way to understand an applicant’s talent analytics before the interview. It may not be possible to base your hiring choices solely on this information due to legalities, but it would give you a meaningful set of data with which to begin conversations.

For a job that requires technical skills that you must be sure your employees know, pre-interview data would be especially useful. If an employee were to lie about these skills, and an accident happen on the job as a result, a perfect storm of trouble could be coming your way.

Skills and competencies are easy to pick out from an Adaptive Learning test. For the applicant, the test wouldn’t be as stressful as a traditional quiz because with an Adaptive Learning test there is no pass or fail dynamic. There is incentive for the applicant to answer truthfully, because the data that Adaptive Learning provides has value; the applicant can see for themselves where they need improvement.

Why Adaptive Learning Makes Sense for Testing Talent Analytics

Adaptive Learning believes that every brain is different; to teach most efficiently, information needs to be tailored to each individual in order to get the best results.

Using algorithms that are meant to mimic the actual ways in which human brains learn, Adaptive Learning delivers a shorter training time without sacrificing learner mastery.

By asking questions and gauging learner confidence in the answers, Adaptive Learning is able to predict employee analytics, which is incredibly helpful if you’re trying to sort through resumes (or finding something to replace them) and hire the truly best person for the job.