How to achieve an objective assessment of candidates for employment, what methods of assessment to use and how to avoid mistakes in assessing applicants
You're a recruiter or hiring manager, and you've probably learned how to identify those who are the right fit for your company. However, even the most experienced can make mistakes. Studies show that 24% of job seekers mislead employers because they embellish their successes. How to minimize recruiting failures and what methods to choose when evaluating candidates in the hiring process, let's explore with the experts from znoydzem.
What methods of candidate assessment give the best results
The recruitment procedure is time-limited. You do not see the applicant at work, so you draw conclusions based on the materials you have and on the results of offline or online communication. How do you evaluate candidates so you don't make mistakes?
Start with a goal and objectives. Determine what issues the candidate will have to work with, on what team, what competencies are needed, and agree them with the supervisor or hiring manager.
What are the most important outcomes when evaluating candidates? There are 5 main factors to consider:
- Skills answers show how well the candidate understands his or her role in the company;
- How the candidate handled unexpected questions;
- how he/she behaves (body language), how confident and comfortable he/she feels;
- whether he/she is enthusiastic about his/her role, energetic and emotional;
- how he/she interacts with company representatives.
How not to go too far with the number of methods to assess one candidate?
First and foremost, it is important to understand the level of competition in the market for the candidates you are going to evaluate. Each stage of the selection process, whether it's a face-to-face meeting or an online assessment, increases the length of the hiring process, and therefore increases the risks: a candidate who doesn't wait for your offer may accept another. So consider how many stages of screening you can afford.
Second. Use those methods that will give you the most meaningful information about the candidate for your decision. For example, for a junior developer, it might be a technical interview or a skills and knowledge test. For a middle manager, a competency-based interview, focusing on the skills that are important to managers in your particular company, which may be very different from what is generally accepted.
And third. Don't try to find out everything about the candidate. Sometimes we are so afraid of making a mistake in hiring, that the introduction of additional stages of assessment gives us the illusion of immunity from error.
Limit yourself to those tools that really influence the final decision.
How to Achieve Objectivity in Candidate Assessment Results
Remember that factors such as physical fitness, first impressions, cognitive distortions, stereotypes, and personal preferences affect the objectivity of candidates in the hiring process. Pay attention to key points:
- Use multiple techniques for objectivity;
- Avoid subjectivity, bias;
- Evaluate a person's performance and behavior;
- provide candidates with equal opportunity to demonstrate their skills;
- Evaluate not only competencies, but also potential;
- Involve hiring managers to agree on accurate results.
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