Hiring can be challenging for both companies and job seekers. Organisations want the right talent, and candidates want to know whether a company is the right fit for them. That’s where Maki’s AI-driven assessments come in. At Maki, AI-driven assessments make the hiring process smoother, more engaging, and more enjoyable. More than just a platform for evaluation, Maki’s AI-powered assessments provide candidates with an opportunity to experience the company's culture firsthand while ensuring businesses find the right people efficiently.

Finding the right talent is one of the biggest challenges for businesses today. Traditional hiring processes can be slow, costly, and inefficient. Maki’s AI-powered HR Agents revolutionise recruitment by automating key tasks, enhancing candidate experiences, and helping companies make better hiring decisions: faster and at scale. Here is Maki's five-step approach to delivering tangible value, ensuring efficiency, fairness, and better hiring outcomes at every stage.

In today’s job market, candidate experience is pivotal in attracting top talent. Candidates are no longer only assessing potential employers based on brand reputation or remuneration; they also evaluate the application process itself. As companies strive to build a positive perception, one of the most impactful touchpoints is the skills assessment phase. Traditionally seen as a mere test of capability, skills assessments have evolved to become essential tools for engagement and insight. At Maki, we pride ourselves on creating the best possible experience for candidates. Recent candidate feedback globally highlights how assessments from Maki can help redefine the recruitment journey.

In today's fast-paced, technology-driven landscape, businesses are increasingly adopting artificial intelligence (AI) to refine their hiring processes. Skills assessment platforms like Maki leverage AI to streamline recruitment, enhance candidate selection, and promote workforce diversity. While integrating AI offers numerous advantages, we at Maki recognize the ethical considerations that enterprises must address. This article serves as a guide for organisations on how to ethically and effectively utilise AI in their hiring practices while highlighting the unique benefits Maki offers.

AI is transforming the recruitment process, and platforms like Maki People are leading the way with skills-based assessments that focus on real abilities rather than traditional methods. Candidates from around the world are embracing AI-driven hiring for its fairness, objectivity, and interactive experiences. By customising these assessments to reflect local cultural preferences, companies can create more engaging and relevant candidate journeys—ensuring they find the best talent while offering an inclusive, equitable hiring process.

Anne Le Grand is the founder of Parlez-vous-French.com. Over the past 10 years, she has developed her expertise in the French language to make French accessible to as many people as possible. We asked her about how to evaluate a candidate on his or her mastery of French in the context of hiring.

Clarisse Béchet is an expert in payroll management and billing. She assists business owners in their administrative and accounting management. Maker at Maki People, she explains how to evaluate candidates' skills in billing and payroll management.

With a Master's degree in International Project Development from the French business school NEOMA and university degrees in Transportation and Logistics, Alexandre Poisson is professional pricing and yield management expert who helps companies around the world maximize their revenues. We interviewed him to learn more about Pricing Yield Management in recruitment.

Guillaume Guersan is a marketing consultant specializing in traffic acquisition, and in SEO and SEA in particular. We asked him questions about how to effectively evaluate Digital Marketing candidates as part of a recruitment process.

‍Skills tests, development of Maki People, new candidate experience,... A look back at our discussion with Paul-Louis Caylar, co-founder and COO of Maki People. 

For any business owner, the process of recruitment can be daunting. Not only do you have to find the right candidates, but you also need to ensure that they're a good fit for your company culture and can hit the ground running. When it comes to high-volume hiring, the stakes are even higher. A bad hire can cost you time and money, so it's essential to get it right.

Finding the best candidates in a competitive hiring market can be challenging. When looking for a lot of talent, you need to think differently. Volume recruitment presents a fantastic opportunity for organizations to connect with many qualified candidates without requiring lengthy screening processes.

If you're an HR manager or recruiter planning your next hire, you're probably thinking about hiring interns. You may have questions about the intern recruitment process or the best way to attract, find and hire interns for your company. Find out in this article our tips for your next intern hiring.

HR professionals are aware that inherent biases in hiring practices can cause problems. The wrong candidates might get hired and then leave shortly after. What’s worse is that your company could get hit with a lawsuit over hiring biases if they violate equal opportunity laws. 

College graduates make great employees. They are young, fit, eager to learn, and often very grateful to have a job. If you’re looking to infuse your workforce with fresh talent and new blood, college graduate recruitment is a great way to do it.

One of the most exciting aspects of the software industry is that automation and AI have become a force to be reckoned with. As technology has evolved to bring AI to new heights, it’s vital to understand what automation means for recruiters.

Selecting employees to hire is one of the most important parts of HR departments, but sometimes there isn’t an obvious front-runner in the group. Here are some things to consider about employee selection for your company.

In the last several years, human resources officials have become increasingly interested in increasing the diversity of their workplaces.

According to a DHI index report, the time between when a candidate applies for a job and when they accept a job offer has increased from about 16 days in 2002 to 29 days in 2017. With such a significant amount of time in between hiring phases, several issues can occur as a result. Simply put, longer times to hire equates to disruptions in business flow.

Mass hiring, meaning onboarding several employees at once, can be quite a messy process. There are large volumes of people going through your hiring procedures at an exponential rate. As a result, the potential for error is high, which can ultimately be detrimental to your organization.

Using key performance indicators (KPI) can help employees with their recruiting efforts. Not only is a recruiting strategy paramount to choosing the best person, but using recruitment KPIs metric during the recruitment process will smooth the process.

This article will guide you through the practical tips you can implement to conduct a productive remote interview.

You’ll naturally want to recruit people to cover the necessary work when you run a business. Some businesses turn towards college students since they need money and can offer physical labor. But how do you convince college students to join your company?

Hiring new employees should be an exciting opportunity, but it often comes with stress, hassle, and frustration. Part of this is the online application system. With different applications, resumes, cover letters, and curriculum vitae, sorting through potential employees can take much longer than it should. 

Understanding the difference between percentage and percentile may not seem like the most important part of an HR role, but it’s still a part of understanding data and how that should apply to a company’s decisions. Here’s everything you should know about this.

In the interviews, you met people that had their best foot forward. Did you gain an accurate understanding of how the applicants would fit into your company culture? In this article, we will examine the tools at our disposal and find together valuable solutions.

How do you know what to look for in a graphic designer? In this blog post, we'll outline everything you need to know about hiring and testing a graphic designer. We'll tell you what to look for in a candidate, how to test their skills, and see if they're the right fit for your team. 

Rick Adams is a business owner, author, trainer, and consultant, specializing in helping Tech companies deliver measurable business value to their customers. We asked him a few questions related to Customer Success Management to help recruiters understand when and why they might want to include some of the Customer Success Management questions in their assessments.

High-volume hiring is effective when opening a new company or launching a department. Still, this process can be tricky since you have to go through many applications. Read on for more details on the process.

In this guide, we’ll discuss disparate treatment, what HR departments need to know about it and look at some disparate treatment examples to understand how it functions in the workplace.

Behavioral assessments can provide companies with insight into the candidate's personality. By personality, we mean how a candidate thinks through difficult situations and reacts to various scenarios.Continue reading for the ultimate guide to behavioral assessments for employment. 

Recruitment involves making the most of your knowledge and expertise to land top candidates. A recruiter needs specific skills to excel in their job. How do you go about honing these abilities? Today we highlight 15 essential recruiter skills to thrive in the workplace.

The world of Human Resources (HR) is diverse and encompasses many elements to support and maintain the life cycle of employees in an organization. The many roles of HR employees can be as broad or unique as a company needs, depending on its size and needs. 

Getting the candidate selection process right is potentially the most important aspect of any organization's long-term success. This guide will cover all the crucial elements that go into developing a good candidate selection process. So, read on to learn what easy tactics you can utilize to start hiring higher-quality candidates.

Many factors go into any well-thought-out recruitment process, and an interview guide is one that can make your life easier if you are willing to put in the time to develop one. Take a look.

The best sourcing tools will help you find the most qualified candidates in a shorter amount of time. When this happens, you can spend time on other aspects of the recruitment process.This article will show you the best sourcing tools that will help improve your recruitment.

Recruitment involves several stages and critical decisions, including shortlisting candidates to be interviewed. Shortlisting a candidate should consider skills, experience, education, personality, competencies, and attitudes. We explain it all in this article.

As you write a candidate rejection email, you need to identify the best approach to break the news to the person. Make sure you figure out the best practices and review these questions to help create the perfect candidate rejection email.

Imagine growing your business and turning it into a household name. While you can do this in various ways, you should understand the benefits of diversity in the workplace. Keep reading to learn more.

‍Clare Evans is a Time Management and Productivity Coach. She has worked with a variety of industries and organisations who want to improve their time management, and increase their productivity. We asked her some questions about Time Management for recruitment.

Excel Specialist and Linkedin Learning Trainer, Yolanda Cuesta has received the Microsoft Excel Most Valuable Professional Award eight consecutive years. She shares her Excel, Power BI, and management teachings in over twenty different courses and explained to us how to assess candidates' Microsoft Excel skills.

Stéphane Moriou is a world expert speaker on the art and science of feedback. Founder and CEO of MoreHuman Partners, he currently works as a researcher, speaker and consultant on topics related to cognitive skills. We asked him a few questions on how to give and receive feedback for recruitment.

Microsoft Office skill testing is an excellent tool for recruiters to streamline the hiring process and choose the best candidates possible. To understand the importance of Microsoft Office skill testing, consider the benefits and hiring considerations discussed below. 

When a company is searching for suitable candidates to fill a job position, the resume is the first impression of what experiences, abilities, and skills they possess. Yet and still, it's not possible to understand specific qualities that aren't on the resume. 

Culture reviews help you identify problems early on and take steps toward improving your workplace culture before they become ingrained habits. We will walk you through essential company culture questions on assessing organizational culture.

An Excel expert knows how to use Excel to its maximum benefit, making it even easier for everyone else in the company to see the data at a moment’s notice. Hiring an Excel expert to streamline your spreadsheets can increase your productivity and workflow. 

What is a diversity hire? What is diversity recruiting?And most importantly, what is a diversity candidate and how can you wield it to make your organization stand out as a place people want to work? This article outlines everything you need to know about this critical hiring practice.

Detail-orientation makes the difference between fantastic work completed early and average or unimpressive work completed on time. We’ll discuss why maintaining keen attention to detail is crucial when hiring and some great ways to pick out potential employees who possess this coveted quality.

Every industry tries to find the key to assessing the skills of their candidates in the most efficient way possible. This article offers valuable tips on building an outstanding talent evaluation that will guarantee success.

A company that has an established, inclusive hiring process to ensure fair hiring will be much more attractive to employees and clients alike. If you’re in charge of recruiting for your company, you’re probably familiar with the general do’s and dont’s of the process.

If you've spent any time looking at personality tests, you've likely come across the Enneagram types test. If you've been wondering how knowing your employees' Enneagram types could help your company be more productive and collaborative, read on for know how these tests can be useful in the workplace. 

Hiring is a complicated process to get right. Not only do you need to find a candidate who can do the job you’re hiring for, but you also need to find a person who fits into your corporate culture. Personality tests, like the Big 5 OCEAN test, exist to help you identify the best candidate for you. Let's get started!

A DISC test can significantly impact the productivity of one or many people in both personal and work environments. However, it's predominantly used in work environments to help companies in various areas, with one of the most significant being hiring new employees.

One way to measure candidate qualifications is through skills testing. In particular, for applicants whose native language is not English, testing and assessment maintain an even playing field. Read on to learn more about integrating language proficiency testing into your hiring practice.

You can't account for every external factor that occurs, and there won't be a single person that can solve every problem. Here, we’ll explore why problem-solving questions are crucial to your interview process and offer ten problem solving interview questions to help you hire the best candidate.

As the digital age grows, it's becoming increasingly important to have effective human resource management. A good HR department creates an environment where people thrive professionally and personally. However, to do that effectively, you need someone in charge with experience in both personnel management and organizational development.

Recruitment is a difficult time and problem for any company. Resumes and references can be forged, and one wrong decision can cost the company more than five times that bad hire’s salary. However, there’s a way to filter out unsuitable candidates and focus on people who can fulfill their job duties and exceed them.

Hiring new employees is an arduous process, and it can take anywhere from 30 to 40 days to fill an open position. During that time, the HR department is busy trying to find a new worker.

Today, more than ever before, recruiters, managers, and HR representatives are struggling to hire the best talent. Many organizations resort to raising wages and offering frills that candidates will not use or appreciate.

The Big 5 Personality Test is a respected and comprehensive personality test that examines one person’s unique mixture of the 5 major personality traits.

By choosing the correct pre-employment assessment before hiring an individual for an open position, you can ensure the candidate is worthy of the job and can fulfill the role's duties

Most successful organizations understand the importance of problem-solving skills and why problem-solving, critical thinking, and creative thinking are important to their success. Those organizations emphasize both in their hiring processes.

Dana Cano Suarez, former Head of Growth in several companies and certified HubSpot Coach, explains the importance of growth hacking and how to evaluate it in candidates.

Dr. Tomas Chamorro-Premuzic is a Professor of Business Psychology at UCL and Columbia, and the Chief Innovation Officer at ManpowerGroup. We asked him a few questions about the use of personality tests for recruitment.

How can we define this skill and how can we evaluate it? Paul-Louis Caylar, ex-Partner at McKinsey & Company and COO of Maki, answers.

In this article, we explore five different types of personality tests for hiring, made to cater to different working structures, daily duties and environments.

What is their purpose and how can recruiters benefit from them? This article aims to share advice on how to implement personality tests for hiring in their recruitment strategy.

Times are changing when it comes to hiring processes. It’s time now, more than ever, to question standard tools, like the resume.

According to the Bureau of Labor Statistics, the US unemployment rate reached a record high in April 2020 at the start of the pandemic.

A successful candidate experience is the ticket to a fulfilled employee experience. And the first point of the contact with a company is an essential step that’s not always comfortable.

While measuring employee experience is already basically a standard for HR, the candidate experience doesn’t quite benefit for the same treatment.

The candidate experience, increasingly a focus of hiring efforts, is one of the building blocks of the employee experience, and more broadly, the employer brand.

With the hybridization of organizations and the intensification of the talent war, remote recruitment has become unavoidable for HR teams.

An integral part of the employer brand, the candidate (and employee) experience has become essential when it comes to attracting the best talent.