The task of finding that perfect new hire can be broken down into five simple steps. In the process, you’ll envision the ideal candidate and identify the right qualifications for the job, so that you can quickly find the applicants you need to make a perfect hire.
Step 1: Define position requirements.
Envision the perfect employee for the job by considering the hard and soft skills that pie-in-the-sky candidate would possess. Think about how the new position will fit into the company as a whole, and what the individual will contribute on a daily, weekly, monthly, and yearly basis.
Step 2: Identify the best assessment (standard, job-based, or custom) to match requirements.
Many online testing services provide subject lists that can help you narrow in on the specific skills needed. Job-based tests, from Account Executive to Web Developer, may cover exactly the skills you need, or you may need a more custom solution.
Step 3: Before you interview, vet candidates with an online testing solution that is simple to administer.
Look for flexibility when you choose an online assessment service. A link to the pre-employment test from your job advertisement may be the best option, or you may want to send it to a more select group via email. Being able to upload your own questions is another big plus. This allows you to fully customize the tests to meet your objectives.
Step 4: Pinpoint the most qualified people with the highest scores.
Most online testing services provide reports that allow you to cull through your candidate pool quickly. With the test results at your fingertips, your hiring decisions can be based on objective data, not just subjective interviews.
Step 5: Use valid, defensible data to make your hiring decisions.
The testing service you choose needs to measure the skill level and qualifications of potential candidates objectively. It also needs to adhere to the Equal Employment Opportunity Commission (EEOC) guidelines, as well as Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act of 1967(ADEA) and the Americans with Disabilities Act of 1990 (ADA).
These five simple steps, starting with a cohesive and well-prepared job description and ending with legally defensible testing data, will take you through the hiring process, saving valuable time and resources, on the way to finding your ideal candidate.
We break down the arduous process of filling an important position into five easy steps. From defining the position requirements to pinpointing the most qualified people through assessing their skill levels, we provide all the information you need to develop the kind of data you can base valid, defensible hiring decisions on.View Now
The best way to make sure that the candidate possesses all the necessarily skills for the job is to see them in action. Recently I’ve read a post that one HR after having found few the best looking for the job candidates actually went to meet them under the pretense of a customer and contacted them directly if she liked them! What a clever plan!
That plan can work only with limited number of professions. Usually we have to set a more general plan. Any HR professional should be able to read between the lines and spot potential in candidates who don’t have the necessary experience, but rather a desire to learn and develop. If your competitors look for highly experienced candidates who will cost quite a fortune to the company, you may try to find skilled enough candidates and train them to fit the position which will be a cheaper option.