From Uncertain Interviews to Confident Hiring Decisions

Seven interviews. Seven offers. A smarter way to validate talent.

‍How a customized skills assessment helped a global relocation and mobility services organization strengthen candidate validation, save interview time and hire with confidence.

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The challenge: A resumé could only tell part of the story

After months of struggling to convert interviews into successful placements with its existing staffing vendors, a global relocation and mobility services organization knew it needed a different hiring approach.

The team had already introduced a two-round interview process and continued refining its resumé screening criteria. But as requirements became more specific, strong candidates risked being screened out before they had a chance to demonstrate what they could do.

At the same time, the hiring team was investing significant time in interviews without always knowing how well a candidate would perform once they got there.

We saw an opportunity to provide the team with better information earlier in the process.

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The solution: Assess the skills that matter

After reviewing the role requirements and hiring goals with the client, our team recommended replacing the initial resumé submission and first-round interview with a customized skills assessment.

The goal was simple: give candidates a chance to demonstrate their capabilities, rather than relying only on how closely their background matched an expected profile on paper.

Using the client’s job description and hiring requirements, we built an assessment around the skills needed to succeed in the role. Candidates completed multiple-choice questions along with written and video responses designed to evaluate both role-specific and transferable skills.

Altis reviewed each assessment before recommending candidates to the client, giving the hiring team stronger evidence to support its interview decisions.

The new approach also removed an entire interview stage from the process.

The results: 7 interviews. 7 offers. 7 placements.

The impact was clear in the first hiring cohort:

7 candidates interviewed

7 candidates received offers

7 candidates accepted

The client also noted that candidates “interviewed as expected” based on what they had demonstrated in the assessment.

That gave the hiring team greater confidence before each conversation. Instead of hoping a resumé would translate into the right skills, they had already seen evidence of those capabilities.

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More confidence, with less time spent interviewing

Following the first hiring cohort, the client described the new process as a significant improvement.

The customized assessment helped the team feel more confident about candidate quality before investing time in interviews. It also helped surface transferable skills that may not have been obvious on a resumé and created a more consistent way to evaluate candidates against the work they would actually be doing.

By replacing the 30-minute first-round interview, the new approach reduced the time the hiring team spent interviewing candidates without adding more complexity.

The client also noted that none of its other staffing providers had proposed a comparable customized assessment.

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Looking beyond the resumé

Resumés still have a role in hiring, but they don’t always tell the full story.

For this organization, skills validation helped shift the question from “Does this person’s background look right?” to “Can this person demonstrate the skills they’ll need to succeed in this role?”

The result: seven interviews, seven offers and a hiring team with greater confidence in the candidates reaching its final stage.

Sometimes improving hiring isn’t about adding another step. It’s about replacing the right one.