WHY CANDIDATE SELECTION IS JUST AS IMPORTANT AS SOURCING

Sourcing best applicants is key to constructing a outstanding team, however it’s essential no longer to forget candidate resolution steps in your hiring process. A strategic sourcing plan can assist you entice pinnacle candidates through helping you focal point only on applicant sourcing channels that pressure results. But no rely how sturdy your sourcing strategy is, now and again positive candidates solely look proper on paper and don’t have the required skills for your open roles.

Up to 85% of job candidates lie on their resumes. And barring wonderful candidate decision equipment in place, your enterprise risks making awful hires. Below, we’ve pulled collectively a listing of countless candidate selection tools you can use to assist build your great team.



Prescreen Surveys

Your HR crew and hiring managers possibly spend a huge amount of time studying through resumes, cowl letters and different applicant information for every job. To avoid spending time manually reviewing applicants who aren’t a healthy for your team, and rather focus time and sources on quality candidates, follow a standardized hiring process that includes prescreen surveys. With prescreen surveys, as soon as an utility is submitted, the applicant will get hold of an computerized survey that can gauge his or her healthy for the role.

Hireology statistics has observed 40 percent of applicants don’t even trouble to whole the survey – meaning solely the most engaged candidates who virtually prefer to work for your commercial enterprise take the time to fill out the survey. Once complete, the surveys are then routinely scored, so solely the strongest candidates get moved to the candidate stage of the hiring process.

Interview Guides

Use an interview guide to ask all candidates the same questions for each open role. Interview guides will make certain you’re finishing fair, compliant interviews and evaluating all candidates in the identical way to see if they’re likely to be a in shape for the open role. During interviews, dive deeper into every candidate’s historical past to determine whether or not or now not he or she has the abilities required for the open role. If candidates aren’t prepared with solutions to easy questions such as why they want to work for your company, or hesitate when requested questions about the role’s most important responsibilities, this is a sign they might not be a suit for the job.

Beyond learning greater about every candidate’s background, ask questions that gauge whether or not or no longer the candidate would be the right subculture suit for your business. Using interview guides, ask every candidate the same questions associated to your company’s core values, the candidate’s perfect work surroundings – does he or she pick collaboration or solo work? – and how the candidate would reply to a trouble or task in the role. How the candidate responds to culture-related questions can have a giant influence on fending off horrific hires and finding the ideal fit for your team.

Skills Tests

Since many candidates aren’t absolutely trustworthy on their resumes, abilities checks provide you the opportunity to verify whether or not or now not candidates have the required abilities to be successful in a unique role. For example, a candidate may say he or she is knowledgeable in Microsoft Excel or easy mathematics on his or her resume – and even in the prescreen survey – but the solely way to take a look at their expertise is thru an assessment that prompts candidates to observe these skills. This helps you weed out candidates who don’t have the required skills for the position and solely focus on those who ignore the capabilities test.

Personality and Work Style Assessments

Not solely do your hires want to have the skills required of your open roles, however they need to be a excellent fit for your team when it comes to personality, work style and motivation. Using a Caliper Assessment, you can measure every candidate’s job performance potential. The assessments can be tailor-made to each role or job description and take a look at for each candidate’s role fit, summary reasoning and hassle fixing skills. Once a candidate submits the assessment, the Caliper crew of psychology specialists mechanically opinions the results, which are then handy to your group in a personal portal. Ultimately, the consequences will assist you decide which candidates are likely to succeed on your team from a character and work style standpoint.

Background and Reference Checks

Even if a candidate has aced the interview, competencies check and work fashion assessment, don’t bounce at extending an offer proper away. Your enterprise needs accountable and trustworthy employees, so it’s necessary to run historical past and reference tests earlier than making an official offer.