Best Practices for Combining Talent Assessment(s) with AI Interviews
Why Use Both?
In the race to hire smarter and faster, most businesses fall into a familiar trap: relying too much on a single hiring method. Some lean heavily on resumes, others on interviews, and some use skill tests in isolation.
But the most effective hiring strategies today combine two powerful tools: Talent Assessments and AI Video Interviews.
One tests what a candidate knows. The other evaluates how they communicate, reason, and behave.
Together, they give you a structured, 360-degree view of candidate potential—while reducing bias, saving time, and improving hiring accuracy.
Why Talent Assessments + AI Interviews Work Better Together
Think of assessments as your first filter. They’re fast, scalable, and great at identifying candidates who meet the basic skill threshold.
Then comes the AI video interview. It dives deeper to evaluate:
- Communication skills
- Problem-solving ability
- Confidence and clarity
- Cultural and behavioral fit
By using assessments to eliminate clearly unqualified candidates and AI interviews to assess top talent in more depth, you streamline your hiring while improving quality.
A Sample Hiring Flow
- Create a Job Role in ACHNET: Upload your job description. iJupiter™ generates a skill-based assessment instantly.
- Run the Assessment First: Candidates complete a short, tailored assessment. iJupiter™ auto-scores and flags anomalies.
- Use Scores to Shortlist Candidates: Filter out low-scorers. Set thresholds based on role difficulty or team standards.
- Invite Shortlisted Candidates for an AI Video Interview: AI Avatars conduct structured interviews. iJupiter™ analyzes responses in real-time.
- Combine Assessment + Interview Data in ARS: ACHNET’s Applicant Ranking System qualifies candidates based on both test performance and interview insights.
- Move Top Candidates to Final Rounds: Your team only interviews those with real potential—saving time and boosting confidence.
Best Practices for Combining the Two
To make this process seamless and effective, here are a few best practices:
- Align Talent Assessment Topics with Interview Focus: If your assessment tests technical or role-specific knowledge, use the AI interview to explore decision-making, communication, or situational responses—not the same content twice.
- Keep Assessments Short and Relevant: Aim for 10–20 questions and a 5–7 question AI interview. Candidates are more likely to complete them, and you get enough data to make smart decisions.
- Use Assessment Scores as Entry Criteria: Set a minimum passing score to qualify for AI interviews. This saves bandwidth and keeps your hiring funnel focused.
- Automate the Transition Between Steps: Use ACHNET’s automation to trigger interview invites based on assessment scores. No manual tracking needed.
- Combine Insights for Holistic Evaluation: Don’t review results in silos. Evaluate candidates based on:
- Skill level (assessment score)
- Communication & reasoning (AI interview)
- Behavioral alignment (AI tone, structure)
- Anomaly flags from either step
The Results You Can Expect
Companies combining assessments and AI interviews report:
- Up to 90% reduction in hiring time
- Improved quality-of-hire by 60%
- Fewer interview rounds, since early steps filter more accurately
- Fairer hiring outcomes, as both steps use standardized, unbiased tools
You don’t need to choose between assessments or interviews. The smartest hiring teams use both—automated, structured, and AI-driven.
When assessments and AI interviews work together, you get a faster pipeline, deeper insights, and a better hiring experience for everyone involved.
