Choose the best practices for candidate evaluation

Candidate assessment is very much important prior to assigning them to a position. It helps the company to recruit the best talents available.

What is Candidate Assessment all about?

• Selection assessment’ is fast becoming a popular term among recruitment managers across the globe. Even a decade ago, the recruiters were found to be using traditional methods of screening candidates for different positions like reference background checks and face to face interviews. This was all the more interesting given the surrounding cities boasting of having numerous management consulting firms. It is important for the candidates to be screened properly so as to be promoted or hired in a crucial position. Besides offering candidate screening and evaluation process, the professionals at ClearD Life do offer lots of tips to ensure that the candidate selection process is made fool proof and only the best one is taken having all-round perforce, worthy, honest and having the right qualifications. Joining Beta Community free will helps you to get priority access.

The candidate selection, put simply tends to make use of specific tests or other types of evaluative measures for gauging the candidate’s overall effectiveness in meeting the given position, role and responsibilities. Such assessments are likely to take several forms, which may range from online surveys to paper & pencil questionnaires or live simulations requiring observance of candidates when engaging them in the different staged scenarios to reflect job duties.

Popularity

According to the leading Australian Vetting Agency, psychological assessments are being used to screen candidates for a very long time. The first to use was the U.S. Military during the First World War. They used personality assessments for ensuring joining of all combat fit applicants. Its benefits are now extended to each and every industry spread across the globe.

Few best practices followed to screen job candidates

There are different types of candidate selection methods, ranging from online surveys, role plays and written questionnaires. Undertaking an extensive review of every assessment type available can help fill up a book. With some useful advice from the reputed companies, it is possible to use effective and efficient pre employment screening tips that will provide fast results.

Using ‘multi-assessment’ approach

The human brain can be stated to be among the most complicated thing and no single test is found to evaluate the individual’s skills, talents, personality traits, etc. IQ tests comprise of numerous smaller ‘subjects’ ranging from non-verbal reasoning, vocabulary, math, etc. The individual overall performance on every subtest needs to be considered while deriving IQ score. Coming up with conclusions on people’s intelligence based upon their math skills will be completely inaccurate, although easy. Similar principles tend to hold true while evaluating the candidate’s suitability for any role. There will be needed multiple assessment measures for uncovering the story. Two different tests are to be included related to reasoning skills including two personality assessments, evaluation of their approach towards conflict resolution. Pre employment screening should also include evaluation of their emotional intelligence and motivational aspects.

Even though using different type of assessments for screening and evaluating candidates might appear to overkill, it is necessary to arrive at some valid conclusions. If any single test is carried out, then the results might not provide accuracy, thereby losing potential good candidates.

The author writes articles and blogs on pre employment screening Australia. He is associated with http://www.cleard.life/.