As a corporate recruiter, you know how important it is to find the best candidates for your roles. But how do you ensure that you are screening and assessing them effectively? In this article, we will explore some of the most effective screening and assessment tools for your roles, and how to use them to increase your quality of hire.
Resume screening is the first step in filtering out candidates who do not meet the basic requirements for the role. You can use resume screening software, such as ATS (applicant tracking system), to automate this process and save time. Resume screening software can scan resumes for keywords, skills, education, experience, and other criteria that you specify. You can also use resume scoring tools, such as RST (resume screening tool), to rank candidates based on their resume quality and relevance to the role.
With the advent of AI, it is possible to innovate beyond traditional keyword matching. AI-driven contextual analysis in CV screening can identify more nuanced candidate qualities, such as problem-solving skills and adaptability, which are critical in today's dynamic work environments.
In my experience sometimes a resume gives us limited information in Healthcare. Also, due to the Registered Nurse shortage we are needing to adapt to the fact that are nurses might not have experience in a certain field.
AI-Enhanced Innovation: Move beyond conventional keyword matching thanks to the advancements in AI technology watch out for transferable metaskills etc. Contextual Analysis in CV Screening: Employ AI for a deeper, contextual understanding of resumes, pinpointing subtle yet essential attributes like problem-solving abilities and adaptability, crucial for modern, dynamic workplaces.
Phone screening is the second step in verifying the candidates' qualifications and fit for the role. You can use phone screening to ask candidates about their motivation, expectations, availability, salary range, and other questions that are not covered in the resume. Phone screening can also help you assess the candidates' communication skills, personality, and cultural fit. You can use phone screening software, such as PST (phone screening tool), to record, transcribe, and evaluate phone interviews.
Incorporating behavioural questions into phone screening can provide deeper insights into a candidate's personality traits, helping to predict their cultural fit and potential long-term success within the organisation. In addition, be careful when using phone screening software and adhere to your local legislation (such as GDPR).
A thorough phone screen is the only way to qualify a candidate for a role. What I have found helpful is to spend at least 30 minutes with a candidate covering the following: -Their background -What does the ideal role look like to them- forget the job description- what is it they really want to be doing? -Salary and career goal alignment -Why are they interested in my company specifically? -For executive roles - proof of work samples and for technical roles, a technical coding assessment is a must before moving to the next stage.
Most useful tool we have in corporate recruitment. Phone screens need to fit the role but, also get to know the goals of you candidate. They might have applied to one position but, might be a better position for them based on your conversation.
Online assessments are the third step in measuring the candidates' skills and abilities for the role. You can use online assessments to test the candidates' knowledge, aptitude, personality, behavior, and situational judgment. Online assessments can be customized to match the specific requirements and challenges of the role. You can use online assessment software, such as OAT (online assessment tool), to create, administer, and score online tests.
The future of online assessment lies in adaptive testing, where the difficulty of questions adjusts based on a candidate's answers, providing a more accurate measure of their skills and potential.
Video interviews are the fourth step in getting a deeper insight into the candidates' performance and potential for the role. You can use video interviews to ask candidates more in-depth and behavioral questions, and to observe their body language, facial expressions, and eye contact. Video interviews can also help you reduce travel costs and time, and to reach a wider pool of candidates. You can use video interview software, such as VIT (video interview tool), to schedule, conduct, and review video interviews.
Work samples are the fifth step in evaluating the candidates' actual work quality and output for the role. You can use work samples to ask candidates to complete a realistic task or project that simulates the work they would do in the role. Work samples can also help you assess the candidates' creativity, problem-solving, and time management skills. You can use work sample software, such as WST (work sample tool), to assign, monitor, and rate work samples.
Reference checks are the final step in verifying the candidates' background and reputation for the role. You can use reference checks to ask the candidates' former employers, managers, colleagues, or clients about their performance, strengths, weaknesses, and feedback. Reference checks can also help you confirm the candidates' employment history, achievements, and reasons for leaving. You can use reference check software, such as RCT (reference check tool), to request, collect, and analyze reference feedback.