08 Sep 2026

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A polished CV and a confident interview can create a compelling first impression. They do not, however, reliably show how a person will solve problems, learn new systems, work with others or perform under the demands of a specific role. Talent assessments give employers a more objective way to test those questions before making a hiring decision. For Australian organisations managing ski...
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07 Sep 2026

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Every now and again an older idea circles back around in selection psychology and finds a new audience. The current example is skills-based assessment, sometimes called “skills-first” hiring: the idea that the best way to select people is to have them complete job-style tasks, typically auto-generated from a job description and scored by artificial intelligence, and to rank them on the r...
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06 Sep 2026

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Interview Scoring Guide for Better Hiring Decisions
A candidate can give a polished interview, build quick rapport and still be wrong for the role. Another may be less polished but demonstrate the judgement, technical capability and work style the job actually requires. An interview scoring guide gives hiring teams a disciplined way to tell the difference, using defined criteria rather than memory, chemistry or the opinion of the most sen...
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04 Sep 2026

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How to Select Assessment Vendors with Confidence
A poor assessment decision rarely looks like a problem at procurement stage. The platform may appear polished, the reports may be easy to read, and the price may fit the budget. The issues emerge later: hiring managers do not trust the results, candidates abandon the process, or the data cannot be defended when a decision is questioned. Knowing how to select assessment vendors means look...
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02 Sep 2026

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Adverse Impact Testing for Fairer Hiring
A shortlist can look efficient on a dashboard and still create a serious fairness risk. Adverse impact testing helps employers examine whether a selection process disproportionately screens out people from a particular group, even where every candidate was assessed using the same rule. For Australian employers, it is a practical way to test whether recruitment decisions are consistent wi...
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31 Aug 2026

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Skills Testing That Improves Hiring Decisions
A polished CV can describe capability. It cannot reliably prove that a candidate can prepare a spreadsheet, interpret technical information, write a customer response or apply a safety procedure correctly. Skills testing gives employers a practical way to measure the work that matters before an appointment is made. For Australian employers managing tight hiring timeframes, high applicati...
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29 Aug 2026

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Do Cognitive Tests Discriminate in Hiring?
A cognitive test can identify candidates who are likely to learn quickly, solve unfamiliar problems and handle complex information. It can also create risk if it is chosen poorly, administered inconsistently or treated as the only answer to a hiring decision. So, do cognitive tests discriminate? Not inherently. But the way an assessment is designed, selected and used can either support f...
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27 Aug 2026

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Video Interviewing That Improves Shortlists
A shortlist can stall when recruiters are trying to coordinate calendars with 20 capable applicants across multiple locations. Video interviewing removes much of that friction, but its real value is not simply convenience. Used well, it gives every candidate the same opportunity to respond to job-relevant questions and gives hiring teams a consistent record on which to base their decisio...
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25 Aug 2026

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How to Set Up Asynchronous Interviews Fairly
A hiring panel with 40 applications and three available interview slots has a familiar problem: the strongest CV is not always the strongest candidate. When you set up asynchronous interviews well, you give every shortlisted applicant the same opportunity to explain their experience, while your team gains comparable evidence before committing time to live interviews. The value is not sim...
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23 Aug 2026

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Design Role Specific Skills Tests That Work
A polished portfolio can show taste. It cannot always show how a candidate thinks through a brief, works within constraints, or turns feedback into a usable outcome. Design role specific skills tests give employers a more reliable way to assess those capabilities before making a hiring decision. For Australian employers recruiting designers, the challenge is rarely attracting candidates ...
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