How can you screen resumes and assess candidates beyond traditional methods?

A Inteligência Artificial (IA) está sendo muito usada hoje em dia em vários segmentos. Ela ajuda a escolher as melhores pessoas candidatas para uma posi??o, analisar habilidades e diminuir erros de escolha. A IA torna a contrata??o mais rápida e certeira, mas é importante lembrar que ela deve ser usada junto com a opini?o de pessoas para que as decis?es sejam justas, humanizadas e n?o robotizadas.

Beyond traditional methods of screening resumes, such as evaluating work experience and educational background, there are several innovative approaches to assess candidates effectively. Additionally, conducting skills assessments or challenges tailored to the position can provide insights into candidates` practical abilities. By integrating these diverse methods, employers can ensure a comprehensive evaluation of candidates beyond the limitations of traditional resume screening.

Be aware that AI tools support your process in recruitment. They are not meant to do your job for you. The insights they can provide need to be balanced with all inputs regarding your candidate, including how they interview and any challenges they may face that could skew (unfairly) outcomes. When AI tools are used to add insights, as opposed to *screen out*, they become very valuable in streamlining your process.

To screen resumes and assess candidates beyond traditional methods, you can incorporate techniques such as skills assessments, behavioral assessments, job simulations, and structured interviews. Skills assessments can help evaluate a candidate's actual abilities in relevant areas, while behavioral assessments can provide insights into their personality traits and work style. Job simulations allow candidates to demonstrate their skills in a realistic scenario, giving you a better understanding of their capabilities. Structured interviews with predefined questions can also help in evaluating candidates consistently and objectively.

Imagine you're hiring for a new position in your company. Artificial intelligence (AI) can be like having an extra set of eyes to help you go through all the resumes you receive. These AI tools can quickly scan through lots of resumes, pick out the ones that match what you're looking for, and even rank them based on how well they fit the job. Not only that, but AI can also assist you in evaluating candidates' skills and personality traits. For EXAMPLE, you could use online tests, video interviews, or fun games to assess their abilities. With AI, you can get insights and feedback based on data, which can guide you in making smarter hiring choices.

Using behavioral-based methods means looking at how candidates behaved and performed in the past, rather than just trusting what they say about themselves or their qualifications. For example, instead of only focusing on what's written in a resume, you might use methods like asking candidates about specific situations they've faced in the past during interviews, giving them tests to see how they'd handle certain work scenarios, or even asking them to complete tasks similar to what they'd do on the job. These methods help you understand how candidates deal with different situations and challenges that are important for the job. They also help you see if candidates' values and behaviors match what your company is looking for.

Ao selecionar candidatos para uma vaga, optar por métodos de avalia??o baseados em comportamento é focar em como os indivíduos agiram em situa??es anteriores, em vez de apenas considerar o que afirmam ser capazes de fazer. Isso pode ser realizado de diversas formas, incluindo solicitar que compartilhem experiências de como resolveram problemas ou superaram desafios em empregos anteriores durante a entrevista, aplicar testes que simulam cenários de trabalho para entender como reagiriam, pedir para apresentarem projetos passados ou realizar testes práticos que demonstrem suas habilidades, além de criar simula??es de tarefas específicas do cargo para observar seu desempenho.

A well-known behavioral based method of evaluating candidates is using Competency-Based Interviews, where certain competencies are selected based on each role's requirements and the candidate is then asked a set of behavioral questions to measure these competencies. That way the candidate can recall what happened in a certain situation, how they acted, and what was the result instead of asking them a general question.

Behavioral assessments can help evaluate candidates' personality traits, motivations, and cultural fit. These assessments provide a deeper understanding of a candidate's potential and how they may contribute to the team and company culture

Using behavioral methods to screen resumes and assess candidates is critical for several reasons. First, past behavior is predictive of future performance. It also allows you to target specific job-related skills, reducing subjective bias for fair assessments. With the right tools, you can measure adaptability and creativity in meeting challenges. It also reveals interpersonal and communication skills. You can have a structured framework for fair comparisons. Typically, these tools also guide you to tailored support and training plans based on past behavior. My personal favorites are the 16PF and the Big Five.

Using social media and online platforms can be helpful when you're looking at job applications. For example, you can check a candidate's social media profiles to see more about them than just what's on their resume. You might find out about their work projects, their reputation, or even see examples of their work. Also, you can use these platforms to talk with candidates, get to know them better, and show them what your company is like. This way, you can get a better understanding of their skills, personality, and interests beyond what's written on paper. It helps you see the whole picture of who they are.

When assessing candidates, look beyond traditional methods. - Scrutinize LinkedIn profiles for professional background and endorsements. - Encourage online portfolios to reveal practical skills. - Check social media for communication style. - Explore blogs and contributions for expertise. - Use online assessments for job-specific skills. - Conduct video interviews for a holistic evaluation. - Consider recommendations and online community involvement. But always ensure fairness and respect privacy laws to create a well-rounded assessment.

Often times, teams use managers or senior leaders to interview a candidate, but I've had teams find a lot of success with peer interviews! It benefits the current team to be involved and gives the candidate an idea of who they may be working with.

Your team and people you work with can assist you in evaluating job applicants in a fair and unbiased way. For example, you can ask them to look at resumes, interview candidates, give their opinions, and join discussions about who to hire. You can even have them work together with candidates on projects or assignments to see how well they fit into the team. This helps make sure the candidates match well with your team's culture, how you work, and what you expect from them.

Involving your team and stakeholders in the hiring process is crucial for these reasons: - Diverse Perspectives: Ensures a well-rounded evaluation with different viewpoints. - Reduced Bias: Minimizes individual biases for fairer decisions. - Comprehensive Evaluation: Considers diverse insights for a thorough assessment. - Alignment with Goals: Ensures candidates align with organizational objectives. - Enhanced Decision Quality: Leverages collective intelligence for better decisions. - Increased Engagement: Fosters team ownership and commitment. - Faster Decision-Making: Prevents delays by involving the right people from the start. - Stronger Team Culture: Builds a positive culture with shared responsibility for success.

Acredito que realizar a triagem sem viéses inconscientes é um excelente ponto de partida. Para isso, oculte fotos e nomes, concentrando-se exclusivamente na trajetória profissional do candidato. Quanto às entrevistas, estas devem proporcionar uma experiência positiva e humanizada. Afinal, o candidato pode estar há muito tempo fora do mercado ou em busca de novos desafios. Uma experiência mais acolhedora aumenta a admira??o e o desejo do candidato em se juntar à companhia.

Instead of relying solely on resumes, incorporate skills assessments to evaluate candidates' abilities and suitability for the position. Skills tests, such as coding challenges, writing samples, or simulations, provide more context and better information about a candidate's capabilities.