{"id":10609,"date":"2017-11-06T06:51:49","date_gmt":"2017-11-06T14:51:49","guid":{"rendered":"http:\/\/recruitloop.com\/blog\/?p=10609"},"modified":"2023-05-12T11:48:28","modified_gmt":"2023-05-12T18:48:28","slug":"recruiters-guide-candidate-assessment","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/recruiters-guide-candidate-assessment\/","title":{"rendered":"The Recruiters’ Guide to Candidate Assessments"},"content":{"rendered":"

“As a business owner or manager, you know that hiring the wrong person is the most costly mistake you can make.” <\/span><\/i>[<\/span>Brian Tracy]<\/span>
\nHiring new employees is one of the most difficult tasks for business owners as well as managers. There are many candidates who <\/span>think <\/span><\/i>they are a perfect fir for a job. However, as you already know, not all of them are as qualified as they say.<\/span>
\nIn order to find a perfect new employee, you need to spend several hours searching for people online, reading a number of resumes and cover letters<\/a> and running many interviews. Is that <\/span>actually <\/span>enough to find a great candidate for a job?<\/span>
\nHow can you know that they will perform well? Are you sure that going through a candidate’s CV and having a conversation with them is enough for you to know that that particular person is the one you\u2019re looking for?<\/span>
\nThe answer is: no.<\/span>
\nA great resume and a positive interview don\u2019t guarantee that you\u2019ll employ the right person. Remember, hiring the wrong employee is not only time consuming, but it can also be very expensive. Thus, you need to maximize your chance of employing <\/span>the right<\/span><\/i> employee. You can do that by putting your candidates through various assessments.<\/span>
\nHere are six assessments that you might want to put your candidates through before you decide to hire them.<\/span><\/p>\n

1. Skills assessments<\/h2>\n

Let\u2019s be honest. The fact that a person writes in their resum\u00e9 that they are an experienced writer, cook or IT specialist, doesn\u2019t mean they <\/span>really<\/span><\/i> are. Of course, I\u2019m not saying that everybody stretches the truth, but as a business owner, you need to take that into consideration.<\/span>
\nThere are many articles encouraging companies to <\/span>employ people for potential, not experience<\/span>. After all, what you are searching for is a person possessing certain <\/span>skills<\/span><\/i>. Experience is not always that vital. But, how can you know that a person <\/span>really<\/span><\/i> possesses certain skills?<\/span>
\nIn order to know for sure that your candidate, whether experienced or not, has the necessary skills, you could consider putting them through various assessments. For example, if you\u2019re looking for a writer, ask them to write a sample article for you; or, if you need a teacher, tell them to conduct a lesson in your school. This way you\u2019ll see how they actually perform in practice. It\u2019ll help you make the right decision about whether or not to employ them.<\/span><\/p>\n

2. Personality tests<\/h2>\n

Pre-employment personality testing is becoming more and more popular. Not all jobs are suitable for all <\/span>types<\/span><\/i> of people. Some require strong social skills, other individualism or rational thinking. <\/span>
\nDid you know that many <\/span>employees quit their jobs<\/span> because they are bored with the work, unchallenged or can\u2019t use their skills and attributes? Also, many suffer from <\/span>work depression<\/span> because they can\u2019t cope with their duties. You don\u2019t want to have to deal with the consequences of such events after you’ve employed the wrong person. Prevent it from happening!<\/span>
\nPut your candidates through personality tests to find out if they possess the right temperament, skills and character traits required for a particular job. <\/span>
\nOne of the most popular personality tests that you can use is <\/span>Myers-Briggs Personality test<\/span>. Also, check other tests <\/span>here<\/span>.<\/span><\/p>\n

3. Thorough resum\u00e9 check<\/h2>\n

It might almost sound too simple. You open a file, a potential candidate’s resum\u00e9 pops up, you read what\u2019s most important for you (education, previous jobs and experience) and you think you know a lot about a person. The truth is, you know very little for you didn’t pay attention to the really essential details. Thus, before inviting a person to an interview, <\/span>decode their resume<\/span><\/a>!<\/span>
\nWhile reading your candidate\u2019s resume, check if:<\/span><\/p>\n