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Last updated on 2024年4月19日

What do you do if candidates' skills and fit for staffing positions are difficult to assess?

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Assessing a candidate's suitability for a position can be a challenging aspect of staffing services. When the evaluation of skills and fit becomes complex, you may feel as if you're navigating a maze without a clear exit. This uncertainty can lead to hesitation in hiring decisions, potentially causing missed opportunities for both employers and job seekers. Understanding how to effectively gauge a candidate's capabilities and how they align with your organization's needs is crucial for successful staffing outcomes.

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1 Revisit Criteria

If you struggle to assess a candidate's fit, revisit the job criteria and requirements. Ensure that they are clear, measurable, and aligned with the role's objectives. Sometimes, the difficulty in assessment arises from vague or overly broad criteria that do not capture the essence of what is needed. By refining the job description and expectations, you create a more precise benchmark against which to evaluate candidates, helping to clarify which skills and attributes are essential and which are preferable.

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Holly Fiorino, CDR

Director - Internal Talent Acquisition & Associate District Director for the Hudson Valley, NY **Certified Diversity Recruiter**
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If assessing candidates' skills and fit for staffing positions proves challenging, employ a multi-faceted approach. Utilize a combination of practical assessments, behavioral interviews, and reference checks. Seek input from colleagues or mentors to gain diverse perspectives. Leverage technology such as skills assessments or competency-based evaluations. Adapt your assessment methods based on feedback and outcomes. By employing a comprehensive approach, you can more effectively gauge candidates' suitability for staffing positions.

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Aidan Daly

Account Director - Ignite
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This can fall onto three possible situations - Recruiter / HR not understanding the role Unclear or unqualified position description Not understanding the available candidate / talent First one is easy, ask whomever you need to that can help you understand. Second is sitting with a hiring manager / client and discussing. Third is a little harder - may require negotiating the role requirements, enhanced search / networking or finding a close but not perfect although capable candidate

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2 Expand Interviews

When traditional interviews don't reveal enough about a candidate's capabilities, consider expanding your interview process. Introduce practical tasks or problem-solving exercises that simulate real work challenges. This hands-on approach can provide valuable insights into a candidate's thought process, creativity, and ability to perform under pressure. Additionally, panel interviews with diverse team members can offer varied perspectives on the candidate's potential fit within the company culture.

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Vanessa Dias

Psicóloga / Consultora de RH / Implanta??o de RH / Recrutamento e Sele??o / Treinamento de Lideran?a / Gest?o de Pessoas / Reestrutura??o Curricular / Reestrutura??o de LinkedIn / Headhunter/ Simula??o de Entrevista
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Como profissional acredito ser relevante considerar expandir o modelo das entrevistas para incluir diferentes tipos de perguntas e cenários de situa??o que possam fornecer insights sobre as habilidades dos candidatos. Entrevistas comportamentais ou entrevistas por competência, podem ser úteis para avaliar como os candidatos lidaram com desafios específicos no passado.

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3 Seek References

References can be a goldmine of information when it comes to understanding a candidate's past performance and workplace demeanor. Reach out to former employers or colleagues to gather insights that might not be evident through interviews or resumes. Ask specific questions related to the candidate's ability to collaborate, adapt to change, and overcome obstacles. This can help you form a more complete picture of their suitability for the role.

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Vanessa Dias

Psicóloga / Consultora de RH / Implanta??o de RH / Recrutamento e Sele??o / Treinamento de Lideran?a / Gest?o de Pessoas / Reestrutura??o Curricular / Reestrutura??o de LinkedIn / Headhunter/ Simula??o de Entrevista
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Acredito ser de extrema importancia obter referências de empregos anteriores dos candidatos para validar suas competências e aptid?es. Entrar em contato com antigos empregadores pode fornecer informa??es valiosas sobre o desempenho do candidato em contextos de trabalhos anteriores.

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4 Utilize Assessments

Incorporating standardized assessments into your hiring process can provide objective data on a candidate's skills and potential fit. These might include personality tests, cognitive ability assessments, or technical skill evaluations relevant to the position. While no test is foolproof, they can serve as valuable tools in conjunction with other assessment methods, helping to reduce the subjectivity of the hiring process.

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5 Consider Trial Periods

When in doubt, offering a trial period or temporary contract can be an effective way to assess a candidate's fit without a long-term commitment. This approach allows both the employer and the candidate to evaluate the working relationship in a real-world setting. It's an opportunity to observe the candidate's skills, work ethic, and integration with the team before making a final hiring decision.

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6 Leverage Networking

Networking can play a pivotal role in finding the right candidate. Engage with your professional network and industry groups to seek recommendations and insights. Often, peers can provide valuable information about a candidate's previous accomplishments or may even suggest an under-the-radar prospect who could be the perfect fit for your staffing needs. Leveraging the collective knowledge of your network can uncover candidates who might otherwise go unnoticed.

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Vanessa Dias

Psicóloga / Consultora de RH / Implanta??o de RH / Recrutamento e Sele??o / Treinamento de Lideran?a / Gest?o de Pessoas / Reestrutura??o Curricular / Reestrutura??o de LinkedIn / Headhunter/ Simula??o de Entrevista
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Como profissional da área de RH, acredito que outro ponto relevante seja recorrer à sua rede de contato profissional para obter recomenda??es ou insights sobre candidatos. Conectar-se com outros profissionais de RH pode fornecer perspectivas adicionais e ajudá-lo a identificar candidatos qualificados.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if candidates' skills and fit for staffing positions are difficult to assess?

1

2

3

4

5

6

7

1 Revisit Criteria

2 Expand Interviews

3 Seek References

4 Utilize Assessments

5 Consider Trial Periods

6 Leverage Networking

7 Here’s what else to consider

Staffing Services

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What do you do if candidates' skills and fit for staffing positions are difficult to assess?

1

2

3

4

5

6

7

1 Revisit Criteria

2 Expand Interviews

3 Seek References

4 Utilize Assessments

5 Consider Trial Periods

6 Leverage Networking

7 Here’s what else to consider

Staffing Services

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