TestGorilla

Yes or no: Finding out you're in an AI interview only once it's begun is like thinking you're on a first date, only to realize they're trying to pitch you a timeshare in Thailand 🙃 Answered yes? This article is for you. Answered no? This article is also for you.

Just dropped! 🪩 Our Spotify playlist: - Arctic Monkeys (when British accents are a must) - Gorillaz (for the days when it’s impossible to choose a genre) - The Monkees (certified old souls) - Monkey Safari (to get hyped up or locked in to deep work) What are we missing?

😅 What does AI fluency actually look like in a candidate? 😅 Why are traditional signals like CVs and interviews increasingly unreliable? 😅 And how should hiring processes evolve to reflect this shift? We're answering all of this in our upcoming webinar with HR.com. Join Mehak Chowdhary and Megan Bourdages as they dig into the latest data behind why top candidates are failing traditional screens - and what hiring teams can do about it. Sneak peek: It's to do with 37% of companies setting the bar for Al fluency at "tool awareness". Register for free → Link in the comments. 

This is your PSA to stop asking candidates what AI tools they can use... ...and start asking: Walk me through the last workflow you redesigned with AI? After surveying nearly 2,000 senior hiring leaders across the US and UK, we discovered: - 95% of them list AI fluency as a formal hiring requirement - 71% have formally defined what it means internally - Yet 59% have still made a bad AI hire Here's the good news, there are: 👉🏽 Three tensions causing this gap 👉🏽 Five pillars to close it 👉🏽 Three things you can change before your next hire All in this report: https://lnkd.in/dj4MAjYA

Your skills power just got a whole lot bigger 👏🏼 Say goodbye to generic career advice and hello to our brand new coaching feedback. We know that test results can be confusing. Whether you scored in the 18th percentile or the 81st percentile, there's no explanation for what that number means or more importantly, what to do next. Now, after you finish a TestGorilla skills test, you'll receive personalized feedback into: ✅ Where you did well ✅ Growth areas ✅ One improvement goal or next step Understand your score. Level up your skill 💪🏼 See your feedback - link in the comments.

We were at HR Tech Europe a fortnight ago, amidst a bunch of companies and plenty of conversations around hiring the workforce of the future. József Tókos and Vanessa Monsequeira pitched in on what future-ready hiring actually looks like, and how to actually assess for Ai fluency. Just hit ▶️ P.S. What's your team's biggest challenge with AI fluency right now?

Pictured: Our CEO Wouter Durville at EU-Startups Summit last week 👇🏽 Not pictured: The uncomfortable question he asked the founders in the room... "What is your biggest challenge as a start-up and why isn't your answer talent?" AI is rapidly shifting how organizations succeed and there's one secret ingredient to building teams that will come out on top. The ability to spot AI fluency in the people you hire. And the old hiring stack was never built to spot the people who can do it well: - 95% of companies include AI fluency as an active hiring factor - Only 59% of companies have made a mis-hire on AI capability But don't panic, you can start making moves this week: Change the question 👉🏽 Stop asking which AI tools candidates use. Ask instead: walk me through the last workflow you redesigned with AI - what changed, what broke, what did you verify? Give your team their time back 👉🏽 Recruiters are drowning in AI-generated applications that all look the same. Use AI to handle the screening layer so your team can spend judgment on the people who actually matter. Pilot one role differently 👉🏽 Pick a single open role. Add structured, science-backed screening, like skills tests beyond the CV and an AI fluency assessment. See what changes.

Searching for jobs is hard. So when you hear advice like "Email the CEO with your ideas for the company", it sounds like a chance to finally stand out 💡 But you deserve a fairer shot than gifting your best thinking to a company that hasn't hired you yet. Here are four reasons cold outreach is working against you and one approach that actually works instead 👇🏽

59% of companies made a bad AI hire last year. Turns out, talking about agentic workflows isn't the same as building one. The Times, Entrepreneur Media, Yahoo Finance, CMO Alliance and HRD America are all writing about the same problem. 👉🏽 Swipe for quick insights 🤿 Go beyond the headlines, links in the caption

Hiring for AI fluency in 2026 is like buying headphones based on the color of the box... Misplaced confidence in the packaging, instead of the sound. And now we're listening to sub-par audio 🎧 53% of hiring managers now prioritize AI fluency over domain expertise - a huge shift! But 59% have made a bad AI hire. And it's not for lack of trying. Current hiring processes are designed to detect confidence. Read: the box. 📦 Jobs require competence. Read: the sound. 📣 Candidates can sound AI-fluent after a weekend of prep. But if you can't measure it, there's no way to know whether they can actually use the tools they're listing on their resume. So we went looking for answers 🔎 Insights from nearly 2,000 senior hiring leaders across the US and UK show: Where the process is breaking down What the organizations getting it right are doing differently Practical frameworks for moving from gut feel to verifiable AI-fluency evidence Full report below ⬇️ - for anyone who doesn't want hollow audio. 🦗