Corporates
Hire on evidence, not keywords. Then grow the people you hire.
Short, mobile-first assessments that show who fits the role, plus training that builds AI and analytics capability across your teams.
The story
Hiring in India is busy again. Applications per job have more than doubled since 2022 (LinkedIn, 2026).
But AI now writes a tailored CV in minutes. Every applicant matches the keywords, shortlists grow, and recruiters spend most of their hours before they have any real evidence of fit. Once people are hired, the skills they need keep changing.
So how do you find the right people faster, and keep them growing?
Move evidence to the front of the funnel, then build capability on real work.
1 · Know
Talent discovery and mapping (CareerTests.in)
No serious diagnosis today begins without a health test; a decade ago, many did. Talent management is making the same shift: assess before you engage, whether you’re hiring, promoting or developing people.
Add a 5–7 minute assessment at the point of application. Candidates complete it on their phone, in supported languages. Recruiters start from a view of who meets the role benchmark, with the CV alongside.
How it works: define the role benchmark → add the link to your job post → configure proctoring, uploads and your five questions → see results in real time → your people review and decide.
“First who, then what.”
CareerTests.in helps you get the “who” right before you invest in the “what”.
Illustrative 2,000-application campaign, from our report “AI Has Changed Hiring”
| Stage | Resume-first (today) | Assessment-first |
|---|---|---|
| Applications | 2,000 | 2,000 complete a 5–7 minute assessment |
| Shortlist | 300–400 by keyword | 200–300 meet the role benchmark |
| Interviews | 50–100 | 50–80 |
| Recruiter and interviewer hours | ≈262 | ≈86 (≈67% fewer) |
| Assessment | Best for | Price per candidate |
|---|---|---|
| Career Success Test | First-stage screening: interests, motivation, temperament, aptitude | ₹250 |
| TRIM Test | Sales, customer care and target-driven roles | ₹250 |
| CareerGraph Test | Adds people management, behaviour and leadership | ₹999 |
| Leadership Assessment (PLA) | Leadership potential, style and HiPo identification; includes an expert session | ₹2,500 |
| Custom assessment | Your roles, your benchmarks, your questions | On request |
Case study
Two sales candidates, one BDM role
A food and beverage company had two experienced finalists for a Business Development Manager role. Same lead conversion, very different CVs. The TRIM assessment showed Candidate B scoring 95% on goal and responsibility orientation against 75% and 41%, backed by full target achievement. Candidate B emerged as the stronger fit, with one score flagged for reference checks before any offer. The assessment didn’t make the decision; it helped the hiring team ask better questions.
Read the full case →2 · Practise
Training and capability building
Scenario-based programmes, online or onsite, with pre- and post-training assessments and certificates. 63% of employers see skills gaps as the main barrier to transforming their business (World Economic Forum, Future of Jobs Report 2025).
- Analytics: Excel, Power BI, Tableau, SQL
- Data science: Python, R, SAS
- Machine learning
- Generative and agentic AI
- AI in the Workplace for teams
- FinTech and RegTech
- HR and people analytics
- Leadership and entrepreneurship
Glenmark Pharma, worldwide
A common business analytics foundation for a cross-location audience, from descriptive statistics to regression forecasting and Copilot-assisted analysis, built on pharmaceutical scenarios.
Royal Enfield
A use-case-led programme taking telematics data from exploration to predictive maintenance and Generative AI, ending in a stakeholder hackathon.
Training should not end when participants understand a concept. It should help them see where, why and how to apply it.
3 · Decide
Prove it in one quarter
Pilot on one high-volume role for 90 days. Measure recruiter hours, time to shortlist, interview-to-offer ratio and 90-day retention against your own baseline, then decide whether to scale.
Phase 1
Weeks 1–2 · Design
Select one or two high-volume roles, capture baseline metrics, agree benchmarks and recruiter questions.
Phase 2
Weeks 3–8 · Run
Add the assessment link to live postings, run alongside your current process, review exceptions weekly.
Phase 3
Weeks 9–12 · Measure and decide
Compare pilot and baseline, calibrate benchmarks, track early retention, decide on scale-up.