Hiring new candidates for a new role or position is no easy task. The hiring process can take weeks or even months when you have to go through hundreds of applications. But on top of reviewing applicants, you also have to make sure they are a good fit for your role and your company. Luckily, establishing a procedure and standardizing your candidate assessment and verification process with the help of technology can genuinely have an impact on how fast and how effectively you find that ideal candidate for the job.
Candidate assessment can be defined as the process a company or employer undertakes to determine whether they are suitable for the role they’ve applied for. Assessments often include a candidate’s resume and cover letter, phone screening, and a formal interview. But there are also several factors to consider when deciding to hire someone, such as personality test results, behavioral assessments, and hard and soft skills tests.
Though some people may think that selecting a person based on a resume would be easy, especially when having multiple options to choose from, the truth is that hiring a new candidate can be a very long process, and sometimes it can be difficult to decide which candidates are the most qualified -and the best fit- for a specific job. This is where having a standardized assessment and validation process for potential hires can be extremely beneficial.
Candidate assessment should not be taken lightly because it’s a great way to make the hiring process more effective. By standardizing your assessment and validation process, you’ll be making sure you have an in-depth read on the individual applying for your role, which will lead to a more accurate hiring decision. Moreover, a well-crafted validation process will lead to long-lasting hires.
Also, by standardizing the hiring process, companies can improve their practices by treating and validating their applicants the same: in a non-subjective manner.
Before you can consider assessment testing, you need to be aware of the requirements of the position you’re looking to fill. This information will commonly be provided by the Human Resource team or department, and it is a crucial step to both the recruitment process as well as the candidate assessment procedure. Some of these key elements are:
Once you have the previous information sorted out, you can now start to focus on the candidate assessment and validation process. Below you will find some of the most common candidate assessment tests. Your company may not need to perform every test, as some of these tools can vary depending on the complexity of the role they’re looking to fill.
There are multiple factors to consider when selecting the specific test that will be used for your validation process. However, it is also equally important to have a place in which you can build and manage the process. Establishing criteria requires documenting the process, too. This said you’re going to need to structure your assessment and validation process, which will include which candidates are moving forward with the process, the timeline in which the process will take place, and how the results are reported.
Instagantt is a project management software that can help you standardize your candidate assessment and validation process. This tool enables you to create a list of tasks, and schedule them accordingly. This means that you will be able to have a list of possible candidates, to schedule which tests they will need to perform and to document the entire process, from beginning to end. Gantt charts can genuinely help you create efficient and standardized workflows that perfectly fit your company’s candidate validation procedures. So rather than reviewing endless applications, you can create a testing process that can significantly reduce the effort and time dedicated to it, and help you quickly identify the best applicants for you and your company.