Learning Assessments

Assessments Roadmap
for Modern HR and
L&D professionals in
2022 for Yaksha
Introduction

Introduction
The future is here and it looks different than we might have
imagined. We are still living in a very uncertain world where
organizations have to navigate the rapidly changing landscape of
emerging challenges. Remote working and learning are here to
stay and most organizations have evolved their remote learning
practices by now. For the L&D function especially, what looks
difficult is keeping the learners engaged and motivated
throughout the L&D initiatives, increase the effectiveness of L&D
programs, and make their tech teams resilient and ready for any
future disruptions.
The world of learning has already changed quite a bit. The old
models of eLearning and virtual instructor-led training don't cut
it anymore. And it's true; people are fickler than ever, with
shorter attention spans and a seemingly insatiable appetite for
new content. Learners expect to feel like they're part of a
community and can easily connect with each other
(e.g., forums), they should be able to control how often they
engage with learning (e.g., weekly goals vs daily goals), they
expect their learning should be personalized based on their
learning gaps, their progress, and relevance to their current job
role, and should match aspirations for their next step in their
career path.

Table of Contents
• 12 New HR Trends & Predictions for 2022 You
Should Plan For
• Use Online Assessment Tools to create a greater
impact on L&D 2022
• Creating an assessments toolkit for data-driven
L&D in 2022
• How will AI/ML Define the Future of Recruitment
in Tech?
• A Successful Plan for Your Next Campus Recruiting
Strategy
• How to Conduct Coding Interviews – Cheat Sheet
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12 New HR Trends &
Predictions for 2022 You
Should Plan For
It's never too early to start planning for 2022. So, what will be
the major HR trends in 2022, and how can you prepare for
them?
Here are some predictions that you should consider when looking
ahead at the HR landscape in 2022.
1. Understanding Younger Employees
Younger generations place a premium on work-life balance,
preferring flexible scheduling and remote work alternatives.
Managers and HR experts may create business rules that will
keep younger employees engaged and happy by knowing about
their working habits and career values.
2. More data-driven human resources.
HR department deals with a lot of data, and its past time to put
that data to good use through HR analytics. HR analytics allows
professionals to get a deeper understanding of the data they
collect, allowing them to make more informed choices and
forecasts regarding the workforce. Business executives will
benefit from these data-driven insights as well.

3. Employee well-being is a top priority.
Employees are a company's most valuable asset, and it is HR's
responsibility to look after them. Employee engagement may be
improved by implementing an excellent wellness program.
Employees are more stressed than ever before, and employers are
under pressure to provide workplace health initiatives.
Wellness programs improve employee well-being and assist
employees in maintaining excellent health, allowing them to be
more productive and engaged at work.
4. AI and VR are being used to power HR teams.
The possibility for embedding Artificial Intelligence (AI) into HR
technology has been continuously growing, and today there are a
variety of HR procedures that benefit from AI integration. Any HR
professional should keep an eye on AI in HR developments since it
guarantees better future planning while also arming teams with
the necessary skills to drive change.
5. Innovative Ways to Engage Employees
Employee engagement is at the heart of many current HR trends
and difficulties. Learning and Development that helps employees
upskill and move ahead in career is one method HR professionals
can keep their workers happier at work. Employees also
now demand greater information about how businesses are
operated and a say in company strategy and implementation.

6. Accepting the Gig Economy.
As the gig economy grows, the days of regular work may be
numbered. Employees are increasingly opting for the flexibility of
gig employment; in fact, the gig economy already employs a third
of the workforce. HR experts and senior management must find
new methods to maintain their employees adaptable and efficient
as a result of this transition away from traditional, long-term
employment.
Traditional worker management methods may be replaced by
software and applications for employee monitoring, onboarding,
and offboarding.
7. Invest more in leadership development.
As HR teams address the skills gap produced by the growth of
technology in the workplace, spending may rise much more in the
coming years. HR teams will be more focused on boosting their
organization's leadership development plans as a result of this
obvious leadership gap. Aside from reskilling or upskilling,
complementary leadership has shown to be helpful for some
businesses.
8. The HR Outsourcing Market is Expanding.
As HR responsibilities become more complex, more companies are
looking for ways to improve their HR departments' efficiency.
Surprisingly, this leads to a trend of outsourcing HR activities to
experts with the necessary skills.
The increased importance of human resources in business goals, as
well as the widespread use of HR technology, may be contributing
to the rise in HR outsourcing.

9. HR Chatbots Are Becoming the Standard.
Aside from blockchain and virtual reality, chatbots are another
technology that HR departments are expected to use to increase
employee experience and efficiency. Chatbots, which are often
powered by AI, automate tasks that take up HR workers' time, such
as answering queries about business rules and perks. These
intelligent assistants may also give pertinent information for staff
onboarding and training, saving time for everyone involved.
10. Reskilling
With HR departments confronting a skills scarcity, statistics show
that reskilling is becoming increasingly important. Rather than
boosting hiring efforts, more CEOs, executives, and HR teams are
focusing on reskilling and upskilling their staff to fulfil their
businesses' innovation and corporate goals. LMS software systems,
for example, may assist learning in the workplace by giving
employees on-demand access to chosen material.
11. Taking the First Steps Towards Continuous
Performance Management
It's unsurprising that more HR teams are attempting to establish
new techniques for managing employees' performance, given that
most firms believe current performance management approach
fails to offer value to the business. Companies are moving away
from yearly performance reviews and toward continuous
performance management these days. Managers are also needed
to give enough guidance not just for improving performance but
also for learning new abilities.
By ensuring that firms have a culture of open communication and
cooperation, HR professionals may assist transform performance
management practices.

12. Getting ready for the future workforce.
As the preceding HR trends and projections demonstrate, the
future promises both great potential and daunting difficulties for
HR departments. These considerations force HR professionals to
seek out and implement innovative methods for preserving
productivity and efficiency in their core tasks, particularly in the
areas of employee engagement and retention.
The way HR professionals operate is also changing as a result of
technological advancements. While HR software can help with
time-consuming chores, more sophisticated technologies such as
artificial intelligence (AI) and virtual reality (VR) will provide greater
benefits that HR teams can use for operations like talent
acquisition and analytics.
HR professionals may anticipate changes in the human resource
sector and begin altering company procedures as needed to
prepare your employees for the new normal in reaction to the
pandemic by staying up to speed on these HR trends.

Use Online Assessment
Tools to create a greater
impact on L&D 2022
If you're still using the old traditional approach of testing and
assessment, it's time to modernize!
Let’s talk about the value of online assessment tools in getting
the highest ROI and learning results. An online assessment may
be characterized as an examination/evaluation of a person's
abilities or skills in relatively basic words. If you are in the L&D
sector for a while, chances are that you already use online
assessments in some form or the other.
How can online assessments help in learning and development?
Technology and e-learning have changed, lifting assessments to
the status of a strong tool for modern learners. Online
assessments tools can help people become more engaged and
improve their learning habits. They assess mastery of knowledge
and abilities, and training supervisors may utilize the information
gathered to pinpoint areas of strength and weakness within a
learning program.
Skill Gaps
2022 was the year of virtual training revolution while 2021 was of
virtual training evolution. Most organizations have adapted to
work and learn from home. In 2022, the biggest focus areas
would be to maximize the outcomes of virtual learning. The first
step to do this is an accurate skill gap mapping. Using advanced
assessment tools and comprehensive tests, you can evaluate and
plan for skill gaps of your employees

Training Needs
A skill gaps analysis is often linked with training needs very closely.
However, both are not the same things. With skill gaps assessments,
you would be able to identify what are the gaps in skills needed
and actual skills of the employees. While that would be the starting
point, training needs analysis would consist of a few more important
elements such as analyzing past L&D efforts, understanding the level
of training required, and also answering the questions on format,
duration, and courses/programs needed. Assessments can be used to
identify both skill gaps as well as training needs. The only difference
lies in the way they need to be designed. In 2022, HR/L&D
professionals need to combine the requirements of both skill gaps
and training needs to design the assessment process for an effective
data-driven L&D planning
Milestone assessments
Using milestone assessments during various stages of the
course/program helps you gauge the progress and impact of learning
and helps you set up learning interventions as the learner is still
learning for better outcomes. It’s better to course correct rather than
find out what went wrong after the program.
Post-training
This goes without saying that mostly assessments are used after
training to determine the effectiveness of the training and to
evaluate the skill retention of the learners. While, these are very
important to mark the finishing of training. In 2022, L&D
professionals need to ensure that it is not just a one-time activity.
Periodic assessments either in the form of codathons/stackathons or
coding challenges help you to really figure out the impact of L&D.

It also helps you plan and spend efficiently on continuous learning
as you will not be wasting resources on making your employees go
through same topics again and again. You could really switch up the
formats, experiment with training delivery, and build more
innovative L&D programs if you collect the necessary data on skill
retention post-training.
Rich learning experiences with integrated assessments
Organizations may now maximize their assessments, thanks to the
growth of learning management systems (LMSs) into sophisticated
training platforms with built-in authoring and simple
modification. One area with greater promise is the development of
talent through personal learning paths. Through pre-assessments,
frequent measurement, and personalized learning, users may share
responsibility for their learning path. You can develop learner-
specific objectives and offer data-driven recommendations to help
them achieve them. This also enables monitoring each learner's
progress in real time and make changes as required.
Remote personnel might benefit from on-demand training and
courses provided via online assessment systems.
These tools include a wide range of instructive content, including
presentations, videos, papers, and other educational materials.
With features like screen sharing, Q&A sessions, polls,
whiteboards, and more, it can provide your remote employees an
almost-real face-to-face experience.
These tools can help you assess how engaged your staff are with
different training approaches and modules. You'll be able to figure
out which training modules work best for your remote employees
this way.

Conclusion
The use of technology is now all-pervasive. Technology is already
being employed in the L&D business, thanks to Learning
Management Systems and E-Learning technologies. Accurate
findings from online evaluation tools, as well as personalized
recommendations, may be quite valuable. Not using technology
may be damaging, as its use is increasing every day due to the
benefits it provides.
With the support of an online evaluation tool, your
training program strives to continue excellent practices while also
implementing essential modifications for your KPIs, which is
ultimately the secret to your successful training program. So, are
you ready for 2022?

Creating an assessments
toolkit for data-driven
L&D in 2022
In the tech world, things move quickly. It's a market awash in
start-ups, millennials on the move, and ongoing changes in how
goods and software are developed and maintained.
Two areas of learning and development are critical to being
competitive in the digital storm:
•Providing training that aids in the quick adoption of new
technologies
•Creating a positive learning environment
Training should also be a priority for technology organizations in
order to improve employee retention. 70% of employees are
seeking for a new job that will allow them to progress their
careers.
Technology firms of all sizes must recognize the value of offering
training to their staff in order to reduce turnover. Furthermore,
the IT business faces the much-discussed skills gap. In the age of
self-driving vehicles and artificial intelligence, IT businesses
must recognize the importance of training their employees in-
house to gain skills that cannot be learned at a university.
So, how can L&D give training in the technology business that
respects the organization's needs, employee retention, and
acquiring top talent at the same time?
As a result, an assessment toolkit is a significant resource
for employee training.

Why create an assessment toolkit?
There are several advantages of creating an
assessment toolkit to guide evaluation efforts:
Reliability
Over time, the correct assessment toolkit yields the same outcomes.
As a result, there is a level of consistency or accuracy in these
outcomes. Consider if the test can produce consistent findings every
time it is utilized.
Equitable
A good assessment tool is fair, which means it does not Favour or
disadvantage any of the participants. Fair assessment indicates that
learners are assessed using the most appropriate methods and
processes for them. To give an acceptable performance, each
participant must be conversant with the exam setting.
Efficiency
There's no need to reinvent the wheel while evaluating new solutions
when you have templates and existing tools.
Other characteristics:
•A good assessment tool should provide a feedback window where
high-quality input may be given.
•It should entice people to participate in the testing.
It should be open, nondiscriminatory, and consistent with
expectations.
What should it include?
An assessment tool consists of a number of components that work
together to guarantee that assessments are completed in a flexible,
fair, valid, and reliable manner. These elements are as follows:

Context of assessment:
The context of assessment clarifies the target audience and goal of
the instrument, which are specified in instructions for the assessor,
learner, and any contributing third party. The assessment
environment and settings take into account the characteristics of the
learner cohort that may impact performance.
Tasks to be administered to the candidates:
The test/assessment should be very clear to understand. If the test
taker looks over the tasks/questions again and has to clarify the
directions or ask further questions, the information provided is not
accurate or reliable. Well-designed assessment instructions limit
assessor variance.
Criteria for judging the quality of performance based on evidence
The evidence criteria are also known as the 'assessment decision-
making guidelines.' These are the criteria for deciding whether or not
a person has proven competency. The evidence criteria ensure that
the assessment tool's goal is met and that the learner can exhibit
real, sufficient, authentic, and up-to-date abilities and information
relevant to the unit.
Impactful Assessment reports
The results of learner assessments are the most immediate markers
of growth and performance. These tests can be used to measure
learner aptitude and understanding at various stages throughout a
course. L&D administrators can utilize benchmarking and pretesting
to analyze employee skill gaps and track their development over
time.

The Assessment Reports also help training directors better
understand learner management capabilities by recognizing students
who thrive and those who require support.
For example, if a learner initially scores poorly on certain
skills assessments, but by the conclusion of their training session,
they have greatly improved, it can be inferred that the learners'
proficiency in this area has thus increased, indicating that they have
upskilled.
What’s Next?
After an L&D team has produced a toolkit, the process does not end
there. First and foremost, they must make certain that it is shared.
Once the toolkit has been provided, L&D leaders may begin
utilizing those useful tools to celebrate L&D assessment, report
victories along the road, and leverage the data. Finally, the toolkit
should be revisited and updated as needed. A once-a-year
assessment of these resources will suffice to verify that the portfolio
of evaluation and reporting materials is current and ready to deliver
useful data to drive L&D choices and, ultimately, organizational
performance.
Assessments may now be used in every stage of the skills
development process, from pre-training through experiential
learning, to help organizations establish more diverse and inclusive
workforces, enhance productivity, minimize attrition, and boost
employee engagement and satisfaction. How fantastic is that?

How will AI/ML Define
the Future of
Recruitment in Tech?
The future is coming, and it's here to stay. AI/ML (artificial
intelligence and machine learning) are no longer buzzwords -
they're the driving force behind every industry in the world. As
we enter this new era of technology, one area that will be
significantly impacted is recruitment in tech. Technology has
always been a key player in recruiting practices for IT roles, but
now with AI and ML on board things have never looked better for
talent acquisition. But what does this mean? And how can you
prepare your organization for what's to come?
How artificial intelligence (AI) can change recruiting
So how will AI change recruiting?
Artificial Intelligence (AI) and Machine Learning (ML) have
revolutionized the recruitment process by increasing
organizational efficiency and productivity. Automation has
resulted in new paradigms in the traditional format, which have
been widely accepted by businesses all over the world. AI is the
next big game changer in the recruitment industry, and
organizations that don't explore the possibilities risk falling
behind. AI can now be used right from identifying the talent gaps,
planning for hiring, to onboarding the right fits to various job
roles. AI/ML adds value by enabling data-based decision making,
predicting future needs, and personalizing the onboarding
experience for every candidate too.

Benefits of using artificial intelligence (AI) in recruitment
The quality of hiring increases
It reduces time spent on sourcing and recruiting. It's no secret that
tech companies can have a difficult time finding the right talent.
Automated screening and sorting of resumes: With AI in charge, you
can say goodbye to the days of spending hours reviewing resumes. AI-
based software can analyze large amounts of data in a matter of
seconds and provide understandable results that decision-makers can
consider. AI solutions not only save time, but also money and
resources.
Unbiased decisions
Biased decisions are a common issue for businesses of all sizes, and AI
solutions can help minimize this issue. Because all decisions are based
on data and skills of the candidates, companies have a great
opportunity to hire only the best candidates based on their true
potential and personality.
Reduced Cost
The cost of each screening is estimated to be reduced by 60% when
AI/ML screening is used during hiring processes. This means that
technology can save a company a lot of money by reducing the
amount of money it spends on human resources and recruitment.
Artificial intelligence (AI) applications in recruitment
The ability to post improved targeted ads that will be seen by the right
people at the right time by using the history of their online activity is
one of the simplest yet most valuable applications of AI. AI-based
software can analyze a candidate's browsing history and use it to
make decisions. Chatbots can supplement resumes with additional
information and converse with candidates, answering basic questions.
Virtual assistants can contact applicants, store information about
them, and analyze interactions with them without having to start
over.

The advancement of technology and its applications will be of
great help to the recruiting industry. The goal of AI and machine
learning is not to replace human abilities with technology. The
introduction of automation will expand opportunities, improve
human capabilities, and improve performance. The use of AI/ML
will aid in the automated completion of repetitive tasks as well as
administrative functions. Recruiters will also have more time to
focus on strategic and productive hiring rather than backfilling.
They can also spend more time engaging with candidates and
communicating with them in person to build a relationship with
them that benefits the company's culture and productivity.
Conclusion:
Despite the fact that Artificial Intelligence is being used in almost
every business sector, recruiters are still wary of AI solutions. Some
of them are unsure whether machines are capable of performing
this task. Others are concerned that Artificial Intelligence will
eventually replace them. Furthermore, the latter is correct to
some extent, as machines have already demonstrated superior
abilities in the face of overwhelming repetitive work. On the other
hand, this is why employing AI in recruiting will raise the value of
human resources as artificial can only enable human in human
resources not replace them.
In any case, it's critical to recognize that the AI trend in recruiting
isn't going away anytime soon. It's one of the HR tech trends that
will completely transform recruiting in 2022. Recruiters must learn
about new opportunities and adapt to changing market
conditions.

A Successful Plan for
Your Next Campus
Recruiting Strategy
When was the last time you reviewed your campus recruitment
strategy?
The process of identifying, attracting, and hiring young people
with the necessary skills for entry-level positions is known as
campus recruitment. Businesses have traditionally gone to career
fairs and met with career service teams to find new recruits.
Employers struggle to find qualified candidates to fill job
openings, and many students graduate from college with no job
prospects. Furthermore, some jobs are so in demand that there
aren't enough graduates to fill them.
A good recruiting strategy can help close the gap between
graduates and open positions. Recruiters should be attracting the
best of the best, which necessitates a more focused recruiting
approach than setting up a table at a campus job fair and handing
out doughnuts.
In a post-pandemic world, campus recruiting looks to be very
different from what we're used to. The hybrid campus
recruiting practice is steadily gaining popularity, with colleges
planning to host both in-person and virtual events. Let's use this
knowledge to improve our campus recruiting efforts by
devising a flexible strategy!

Leverage new technologies to boost engagement
and generate excitement
Using the most up-to-date technologies, whether your company is
tech-focused or not, can help your campus recruiting strategy
succeed. Handing out flyers or pinning posters to a few bulletin
boards is no longer enough.
To begin, if you want to reach out to young talent, your company
must be active on social media.
Second, take advantage of technology when attending career fairs
and inviting candidates to interviews. Virtual reality headsets, for
example, allow you to use immersive video tours to show off your
sleek working environments and cutting-edge facilities.
Make connections between your company and local campus.
Small businesses with limited marketing budgets must work harder
during campus recruitment to raise awareness. As a result, you
may need to be connected and become more involved with the
college students.
When it comes to building relationships with on campus
organizations and career centers, think about the return on
investment. You have a limited amount of time and resources. It
would be foolish to put them into universities that no longer offer
the major you're looking for or that didn't produce high-quality
hires the year before.

Create a landing page dedicated to recruiting early talent.
Landing pages are an important part of having a strong online
presence, and they can help your company attract new and recent
graduates.
Consider how young people might look for your job openings and
incorporate that language into a dedicated landing page. Speak to
them in their own language: you're promoting your company as a
great place to work, not trying to sell them something.
That means concentrating on the learning experience you provide
and the potential impact the role may have on their future. Make it
simple for them to contact you and learn more about what you're
doing.
Utilize the latest recruitment software for unbiased screening.
To build a diverse workforce and give all candidates equal
opportunities to find the right entry-level job for their skills, it's
critical to avoid bias.
Embracing the latest recruitment software, which matches
candidates to vacancies based on their qualifications, is one of the
most effective ways to do this. Smart machine learning allows you
to screen applicants more quickly and effectively, allowing even
small businesses to find the best early talent without
unintentionally discriminating.
Explore Yaksha for campus hiring assessments
Even better, this is a cost-effective way for even small businesses to
value raw talent over less important characteristics.

Take note of your campus recruitment data.
You may be wasting time and money if you continue to invest in
campus recruitment without analyzing the results.
Take a look at your previous successes. Consider
•What colleges have you hired, and how many students or
graduates have you hired?
•How many people became aware of your company after you
hosted an event?
•What is your average retention rate for new hires who were
recruited on campus?
•How many leads (email addresses, callbacks, etc.) do your landing
pages generate?
All of this information can assist you in determining where your
recruitment campaign requires improvement and which
techniques should be pursued further.
Use these suggestions to improve your campus recruitment
strategy and make your company more appealing to early talent. It
can take a long time and a lot of effort to find new employees who
are ambitious and have the skills to help your company succeed.
Effective campus recruitment, on the other hand, provides real
long-term value, according to research.

How to Conduct
Coding Interviews –
Cheat Sheet
The last decade has seen a lateral shift in how businesses hire
thanks to technology. Not just IT industries, most other industries
too leverage AI, ML, IoT, and other latest tech applications for
their day-to day or more sophisticated business processes.
Technology integration in non-technical industries demands the
presence of techies in their task force. Many a time the hiring of
engineering talent in non-tech industries is done by people
without any technical background and expertise. But the
company can ill afford a bad hire, and the need arises to devise a
way to hire top-notch programmers.
How can you go about it?
Cheat sheets! Do not get upset by the nomenclature. This could
be just the right thing to make the hiring process simpler for
those who do not have a technical background.
•A well-planned, structured coding interview conducted after the
initial telephonic round gives the hirer significant advantages.
•First and foremost, the casual applicants get eliminated in this
round.
•A general assessment of problem-solving skills, test
programming skills, and language proficiency level can be
conducted.
•This provides a performance report for you and minimizes
inherent bias during the interview process.
•Three crucial steps for conducting coding test for interviews for
engineering talent by non-IT recruiters

Work with in-house Programmers Team
Not having a technical background, you will most likely create a job
description in consultation with the programmers’ team. Use this
opportunity and go about asking questions on the following topics
and craft programming interview tasks like a pro.
•Types of tasks a new hire needs to do regularly
•Programming Languages proficiency and level of experience in
coding required for the said job role.
•Significance of soft skills in technical jobs.
•Skills that the candidate must develop while learn on the job.
•The general type of work expected from a new recruit by the
coding team.
•Before starting with the interview ask for more suggestions from
the team and create an effective questionnaire for the coding
interview.
Work on a Skills Screening Platform for Appropriate
Interview Procedure
Technology is changing and so are the demands of the industry.
Skill requirements are changing. Companies can just not cling to
Middle Ages ways in terms of the screening process for the
interview. Hiring structure needs to evolve too and asking relevant
skill-based questions during the interview, will help in assessing the
candidate’s job worthiness.
Help might be at hand online. Either browse or consult an expert to
decide on a skill screening platform that assesses the programming
skills according to mathematically and scientifically validated
practices.

Recruiter’s checklist should focus on:
•The mechanism for quality scoring.
•Metrics for applicant verification, plagiarism prevention, and other
such built-in security measures.
•An effective UX for easy navigation for administrative and applicants
•Ability to prepare and generate reports with a deeply analytical
approach
Communication is the Key
The importance of Communication throughout the hiring process is a
foregone conclusion. The importance of communication is more
crucial while hiring for top-notch engineering talents.
Hence carefully work out the pre- and post-interview
communication. By communication both verbal and non-verbal cues
are to be taken into consideration. It begins with the candidate’s
response to your job notification and concludes with onboarding.
Few tips for effective communication
•Keep the communication lines open with new hires to reduce
friction during the early months.
•Keep yourself also interview ready and run a mock interview to
envisage the probable questions from the applicants. Keep the
interview interactive and ask for anticipatory suggestions from the
team.
Concluding Thoughts
Go ahead and conduct coding interviews with confidence using the
above-mentioned cheat sheet. Use integrated platforms to automate
reports and results. Take feedback about the interview from the
applicants. Using this data to analyze your own process and the next
time you will take the interview a notch higher. The interviewer
needs to be prepared too so as to conduct the coding interview with
panache.

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