Life is one big exam!
Although recruiters worldwide agree that there is no “one-solution-fits-all” method of candidate assessment, they all agree that it is one of the most critical processes in recruitment that needs to be part of their Recruitment Management Systems.
Assessment impacts 3 key factors that influence recruitment success, namely:
- Understanding the candidates seriousness about making a job change, their areas of interests & their capabilities
- Making your hiring managers happy, which is critical as the decision to shortlist ultimately lies with them
- Projecting a strong employer brand by showing candidates that you care about getting them the right job
However the process of screening and assessment becomes tricky for organizations when some recruiters or hiring managers decide to “wing-it” and go about the assessment process in their own unique ways, which may not necessary communicate the right message about the job to the candidate, or may be horribly shallow & lacking in many areas.
So how do we combat this?
Studies show that Assessment Penetration is at an Abysmal 5% in most large corporates and the figure becomes even more disappointing when it comes to staffing firms with 100’s of recruiters clamoring to achieve their submission targets.
If your recruitment management system does not have any inbuilt assessment tool, then here are 3 steps you can follow:
1) Define what an ideal candidate is:
Recruiters often spend a lot of time evaluating candidates who waste their time & efforts by not appearing for interviews or backing out at the last moment.
By correctly communicating what traits an ideal candidate should have in the Job description & accordingly marketing the job to the correct target audience , you will be able to avoid evaluating unnecessary or insufficiently qualified candidates.
2) Create unique assessment templates (for each job)
I know, I know, you may think that this is a REALLY basic thing to do but there are a surprising number of “go-with-the-flow” type recruiters who fail to take even this basic measure & ask all candidate the same type of questions, regardless of what job they are applying for!!
Take the time to understand the JD, collaborate with your hiring team, manager or client and create a list of relevant questions (or experiences/skills) that are needed by an ideal candidate. Probing a candidate can help to build a more solid relationship with them and also helps you understand the seriousness with which that are looking for a change of job/career.
3) Get candidates to open up to you
A frank discussion with a candidate, something that can do wonders for your assessment process, is possible only if you take the time to build a strong relationship with your candidate.
Ensuring to set up follow up calls, taking the time to make some casual conversation about interesting information, current affairs or common interests over a call or via WhatsApp/Messenger can go a long way in ensuring the candidates you screen & speak with show up for interviews & dont give you any nasty surprises!
After all, a candidate is less likely to leave you hanging if he/she likes you to inform you of their plans beforehand.
How to take assessment a step further:
The integration of a Multi-Level Evaluation System with an ATS can help to almost completely eliminate this deep rooted problem as multiple templates for candidate assessment for various positions may be created to assist recruiters in asking the RIGHT KIND of questions (as in many cases they may be unaware how to assess a candidate on the technical aspects of the job at hand)
With an Advanced Applicant Tracking Systems such as TalentRecruit, which is extremely easy to update, recruiters are given the freedom to:
- Lay out a clear & transparent evaluation process that empowers recruiters to make informed decisions before selecting candidates.
- Send candidates automated assessment sheets that may be filled out at their convenience.
- Serve as a set of guidelines for recruiters to ask the right type of questions to candidates who have technical skills that the recruiter may have no knowledge of.
Because let’s face it, nobody knows everything!
Bhaskar is a HR Tech enthusiast who hopes to see everyone in the world successfully placed in happy careers in the immediate future!