I recently applied for the Talent Acquisition Specialist position and engaged in the online assessment process as part of my candidacy. I was eager to explore the evaluation, hoping to gain insights into any new AI technologies that could enhance my skill set. However, I found that the assessment utilized a format reminiscent of those prevalent over a decade ago—specifically, a skill and personality evaluation aimed at mid-to-senior level candidates following comprehensive interviews. Interestingly, the instructions discouraged the use of calculators, which struck me as somewhat outdated given our current advancements in AI and technology. In my view, assessments should serve as valuable tools that complement interviews in the hiring process. As an HR and Talent Acquisition professional, it’s essential to ensure that any assessment aligns with the specific requirements of the role. Implementing a one-size-fits-all approach can overlook the unique competencies necessary for each position. If assessments are to be administered at the outset of the application process, it is crucial that they pose questions directly related to the specific role for which candidates are applying. To enhance the effectiveness of our evaluation methods at Moncel, I recommend seeking guidance from external consultants. Their expertise could prove invaluable in selecting appropriate assessments that align closely with our organizational needs and in refining our evaluation process for optimal results. Thank you for considering this perspective. I look forward to discussing ways we can elevate our talent acquisition strategy. Best regards,