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1. FROM TRADITIONAL TO
ONLINE ASSESSMENTS:
THE EVOLUTION

2. THE PROBLEM
What is wrong with
traditional hiring?

3. IRRELEVANT APPLICANTS
HIGH REJECTION RATIO
The number of applicants who just
casually applied and couldn't bring
enough skills to the table was high
which used to result in a number of
bad hires and poor experiences.
Manual labor from a recruiter's side
was high to source candidates. But a
large number of irrelevant
candidates applying for the job led
to a high rate of rejection. This used
to drain a lot of company's time,
revenue and other resources.

4. NON-SCALABLE SYSTEMS
LENGTHY PROCESS
Tracking a candidate's skill and
personality type was only limited to
personal interviews, not by any other
means. The only way to figure out
the job suitability of a candidate was
after he was on-boarded into the
project.
Obviously, it is a lengthy process,
for it can take several months to
complete the cycle from
administering forms to collecting
and analyzing the results, and
acting on the feedback obtained.
Valuable time used to get lost as
results weren’t achieved quickly.

5. POOR BRAND PROJECTION
DISORIENTED PLANNING
High caliber won't join just another
company. They would rather choose
a company with a market
establishment, and that could only
be done with proper brand
projection.
From interview time to
communicating the results -
companies lacked planning. By the
time it came up with the results, the
applicants would have joined
another company.

6. We’re being forced to live with a system that
we’ve had for more than a century. That’s not
necessary. That whole system is just
out of step with technology and I think it’ll be
consigned to history soon.
-David Hanson, Chief Executive of IAPS,
on Traditional Assessments
THE SOLUTION

7. With an aim to address the existing hiring
problems, HireMee leveraged collective human
intelligence coupled with machine's artificial
intelligence to create a robust recruitment
solution with various features like:
WEB AND APP BASED TESTS
The entire assessment happens
digitally, reducing room for error and
manual labor involved extensively.
The shift from paper-based to digital
assessments helps reduce logistical
issues as well.
After the test is conducted, reports
based on the performance is
automatically generated on the
assessment platform. Again, these
reports can be customized as per the
company’s requirements allowing a
high level of flexibility.
AUTO-GENERATED REPORTS

8. CUSTOMIZATION
Full customization of platform,
content, and reports. Questions can
be framed as per the job
requirements so that the exact skill-
set can be tapped.
QUESTION TYPES
With a pool of Subject matter Experts
(SMEs), questions are created in line
with the hiring needs. All types of
Questions are supported - MCQs, Fill
Ups, True/False, Essay writing etc.

9. A survey conducted by one of the
Big 4 Consultancy groups reports
that 75% of Recruiters firmly
believe that online assessments
are the future of Quality Hiring.
IN FACT...

10. WHY GO THE
DIGITAL WAY?
What change can
digital hiring bring?

11. “Eventually, the paper-pencil test
will become redundant as
computer-based assessments are
more transparent, hassle-free and
scalable.”
The comfort of hiring suitable talent on one's
fingertips are impacting Recruiters to
adequately utilize online assessment tools to
assess applicants. Some of the benefits of
taking a unified approach to assessments
include -
This technology eliminates the
requirement for manual invigilation. It
provides a cheating proof
environment that allows only genuine
talent to pass through.
AUTO PROCTORING

12. As per studies, it reduces the
operational time of conducting tests
to finally acting on the results by
70%. These are quick to set up and
execute, and automated results make
up for faster turnaround time.
COST AND TIME SAVING
A candidate can take the assessment
in as low as 512 KBPS internet speed
as well as re-read the instructions
during the test. He/she can also
watch the time left during the test
and plan accordingly & see their
score and give feedback at the end
of the test.
SEAMLESS CANDIDATE
EXPERIENCE

13. TEST SCORE AND ANALYSIS
Candidates can upload 3 twenty-
second videos explaining about
themselves, their area of interest and
their skills. This will give you a fair
idea as a recruiter about a
candidate's personality and if they
are fit for your job, even before
meeting them.
This consists of a proper analysis and
insight of the score. It includes
Section-wise score, graphical
representation, Candidate ‘s activity
log during the test, Question-wise
analytics and an option for
downloading in excel for quick
sharing and comparison.
VIDEO RESUME

14. WHAT IS HOLDING
YOU BACK?

15. 81% of the Companies in a survey mentioned
an effort to shift within 12-36 months from
traditional hiring to digital hiring. Although a
certain amount of financial investment is
needed in the case of online assessments, yet
the benefits outweigh the cost by far.
The question today is not whether computer-
based exams will benefit your organization,
but the real issue is whether you can
afford not to join the trend?

16. About US
HireMee, the recruitment platform is a part
of Karpaga Assessment App Matrix Services
Pvt. Ltd (KAAM Services) and a social
enterprise by VeeTechnologies. Mr. Chocko
Valliappa, the founder of HireMee, started
the company with a vision to get young
graduates- India’s hidden diamonds from
different tiers of the nation to be discovered
by companies. The company is also on a
mission to register and complete assessments
of 2 million students from over 7000
campuses.
HEAD OFFICE
#17, 5th Floor, Shah Sultan Complex,
Cunningham Road, Vasanth
Nagar,Bengaluru, Karnataka 560052
.Tel: +91 9900422500Ph: 080-
46791111 Email – info@hiremee.co.in
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