Why choose candidates?
In a candidate recruitment process, candidate selection is the most important step and the purpose of the entire recruitment process. Employers will always find ways to minimize the risk of selection to bring the company the most suitable personnel possible.
Candidate selection is to reduce unsatisfactory applications and retain the best quality factors. Choosing the most important candidate 1, choosing the right candidate is also much more important. Choosing the right personnel means that you have to make the right or most accurate assessment of the subjects for a job that the candidate has enough experience, acumen and professional capacity to meet that job.
Criteria for evaluating candidates while recruiting
There are many criteria you can apply to select candidates, but remember that you should update new criteria, not apply outdated and no longer relevant criteria, or at least make Select basic and common criteria. This is to help you understand the most standard candidate selection criteria, to help the candidate selection process take place quickly and optimally as well as to help the business implement its recruitment plan to achieve the desired results. best results. Here are some suggestions for you.
Professional qualifications: Although the degree is not an important factor, it is a very necessary condition for you to have an initial understanding of the candidate and find a match between the candidate and the job you are applying for. recruitment. However, keep in mind that in reality, there are many talented people working in the wrong industry who are trained but show very good abilities. Therefore, a degree does not need to be a sufficient condition for the selection of candidates.
Real work experience: This is what employers look for when selecting candidates. An experienced candidate will be able to catch up on the job faster and spend less time training. Employers can still recruit potential candidates with little experience for new training, but nonetheless, experienced candidates will always be preferred for businesses.
Ability to work effectively in groups: Working in an organization will always have connections and contacts between departments and colleagues in the team, because teamwork is an essential skill when choosing an application. pellets.
Skillful communication skills: For industries that need a lot of communication such as sales, reception, sales, etc., this is a very important criterion. As for the remaining industries, if the candidate has skillful communication skills, it is also a necessity, but you can balance between the criteria and see what is the priority criterion over the rest.
Proficient use of work software, information technology software: Proficient use of specialized software at work is essential for every candidate when joining an organization. Employers can test candidates through a software skills test if necessary. Managers can also let candidates experience some basic software at work to assess the proficiency of employees or through online tests, which are built-in to kernel and platform software candidate assessment.
How to choose quality candidates?
This is always a question that concerns every manager. Here are some suggestions to help you choose the best candidates.
Planning candidate selection
Any plan can only succeed when you have a thorough preparation in advance. Bring together relevant departments in your organization to create a recruitment plan. Let's build together the portrait of the potential candidate you want, including all the requirements for skills, competencies, knowledge, soft skills, qualifications, etc. Once you have a clear understanding. but with your requirements, you can find the right person in the fastest way.
Posting recruitment information
From that potential candidate's portrait, you will detail the job descriptions into specific, easy-to-understand job descriptions, plus benefits and obligations, to form a complete job description. You will then post it publicly on the company website, recruitment websites and other information channels or community groups, job fairs, etc.
Prepare candidate assessment sheet
To be able to proceed to the candidate selection step, you need to prepare specific questions and an assessment form that you can use in the interview. You need to be prepared to perform effectively when you get to this step. Imagine how you would ask the candidate knowledge or situational questions? What aspects do you want the candidate to show through the corresponding question? Only when you know this can you prepare content accordingly.
Prepare for additional tests, online tests
In addition to the popular interview content, today many employers also apply more tests, online competency tests to be able to exploit more different aspects, from work, personality to candidate overview. Specifically:
Personality or psychological test: This test helps you get an initial assessment of the candidate, about the overall personality and the level of future work history. You will prioritize the selection of candidates with the skills and working attitudes that you think your business needs.
Job tests: If you are in the process of hesitating or wondering about similar candidates, you can have them take job tests, to see in reality they will solve the job, how that situation. The candidate who is more agile and thorough, you will easily make your decision.
Overall assessment: This form is often used in large organizations and businesses. This is a type of general mining test about a candidate. Therefore, if the position to be recruited is a senior manager or leader, you should consider adding this type of interview test.
Prepare and organize interviews
Make sure you prepare well for the interview, like notifying the candidate and arranging an interview time that works for both parties. Interviews are a valuable opportunity for you to interact directly and confirm your impressions and assessments for candidates. Therefore, you need to conduct the interview when the candidate is comfortable, the interview environment needs to be quiet and comfortable, and you should keep the appropriate friendly attitude, not make them afraid. Only then will the interview be successful and you will be able to select the candidate you want.
Review your assessment and make a decision
After you have full information about the candidate, you need to synthesize and analyze the results to make a final decision. If the candidate matches your original candidate profile, that's great, but if the candidate doesn't meet the requirements, you'll skip it and keep looking. For unsuitable candidates, you can make a table of employee data and store it. This will help you in future recruitment plans. Because maybe they are not suitable for this position but are more suitable for other positions in the future that your company recruits. For candidates who have not passed, you should also email or notify them to let them know and have their own plans. This also helps you enhance the candidate experience, contributing to building a stronger employer brand.
With candidates that you "say yes", you will call to confirm with the candidate and create an employment contract. You also need to take the usual steps thoughtfully, such as onboarding new employees, helping them integrate and contribute to the organization early.
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