Here's how you can evaluate and assess candidates during the hiring process as a mid-career recruiter.

While reviewing the resume, we first constraint on basic skills set against the job profile, next step is to check the work profile with the company research where he contributed during the job, if above criteria match with requirement then we need to check his/her credential like present salary,expected salary, notice period, preferred location etc. Another important factor we need to check the stability which contribute 50% in his profile, suppose candidate have experience of 8 yrs but he change the jobs frequently then it will not fit with Organisation culture. some times due to toxic environment employee might have left the job but continuously changing the job will not show good impact in his resume.

When I'm reviewing a resume I'm looking not just at titles but at the scope of the roles held. Who did the candidate report to? What were they responsible for? What was the size of the company? What was the size of their department? What impact did their role have on the company's success? These are the critical details that help ensure not only qualification but predict success in their next role.

When reviewing resumes, I think it's important to look beyond job titles and really assess if a candidate has transferable skills that are relevant to the role.

Skill testing provides an objective method to measure a candidate’s ability to perform specific job-related tasks. Develop relevant tests, such as coding challenges for software engineers or sales pitch creations for business development roles. These tests offer valuable insights into candidates' practical skills and problem-solving approaches, closely simulating real-world job scenarios. The goal is to assess how candidates handle tasks they will face in their roles, ensuring they possess the necessary competencies. This method helps identify the best-fit candidates by evaluating their hands-on capabilities and thought processes.

Le choix des tests est important dans l'évaluation des compétences et habiletés. Il s'agit de bien déterminer les attendus pour le poste à occuper, la cohésion d'équipe, l'alignement managériale, les valeurs de l'entreprise etc. Quel que soit le test utilisé, psychométrique, mise en situation, étude de cas il doit être accompagné d'une restitution afin de "valider" avec le candidat ses "résultats". C'est le meilleur moyen de limiter les biais liés au recruteur (croyances, cognitifs, transferts...) et aux choix des tests. La combinaison tests/entretien permet d'échanger à partir d'une matière partagée qui va alimenter autant recruteur que recruté. Les processus de recrutement donnent au candidats des éléments concrets relatifs à l'entreprise

Each industry have unique skills set like software industry have different languages, coding etc whereas manufacturing industry may have procedures which needs to be follow during the project work. As a professional we always mention that require skill set in headline in your job description which give first impression to futuristic employee to apply or not. After the basic criteria like B.tech in Mechanical, we always check the unique industry preference skills set like ASME Codes applicable to Oil, Gas & Power sector. Without skill set, we do not forward the resume to stack holders.

Skill testing is a powerful tool in our hiring toolbox. Relevance is very important in skills assessment. We should avoid having generic testing. For an Accounts Payable Executive, We would want to see their Accounting and Bookkeeping knowledge. For a salesperson, a persuasive pitch or presentable skills is the important skill. These targeted tests give us a real glimpse into their practical abilities and it doesn't stop there! Think about how they approach the challenge – are they resourceful problem solvers? Can they think on their feet? By simulating real-world scenarios, we get a well-rounded picture of their potential fit. It's not just about the answer, it's about the journey to get there.

Bradford D. Smart's Topgrading interview method is an exceptional tool for accurately identifying a candidate's skills and predicting their future performance based on past experiences. Leveraging this approach, I developed a comprehensive screening methodology that empowers recruiters to consistently identify and select the most qualified candidates for any role within the company.

Behavioural interviews are the best way to assess a candidate and get out the true colours or information. Forget resumes that tell us what they think they can do. We want to hear concrete stories about how they've tackled challenges in the past. Did they demonstrate strong problem-solving skills Can they collaborate effectively as part of a team? Are they adaptable and able to think on their feet in new situations? By focusing on past behaviour, We can get a much clearer picture of how they might handle similar situations in our company. It's all about understanding their thought process and how they translate that into action.

We can ask the candidate what he/she has done to learn new things and his/her development plan. Also, we can ask how his/her manager and close colleagues describe him. For example, what kind of feedback did you receive in your last performance evaluation, what is your action plan? In this way, the person's strengths and development areas can be learned. And most importantly, we understand the level of personal awareness. One of my favorite questions is: What kind of responsibility do you want to take from now on, what do you want to experience, what will make you happy to be involved in? We can learn his/her adaptation to the team, position and company with this questions.

Although the CV appears pleasing, the reality may be otherwise. It is important for candidates to take time to examine their own CV?as the interviewer will be scanning through each phrase on them. Recognize the responsibilities of the role and try to understand as much as you can , do your research. If you still have questions and unclear about the position, that's okay, just don't show the interviewer that you don't know anything about it and are waiting for an explanation.

One of the most powerful tools in my opinion hiring is more into behavior skills which is why it's important to invest in the hiring process it will help to select the most suitable candidate for the organization's culture

Cultural fit is important for a happy and productive team. In interviews, we need to go beyond just the technical skills. Uncover their values – what motivates them? Does their work ethic align with ours? Interpersonal skills are key too – can they collaborate and communicate effectively? Pay attention to the intangibles during the interview. How they interact with you and the team – these all tell a story. We want someone who gets excited about our mission and can seamlessly integrate into the team dynamic.

It’s not always the person you work for but the people you work with that allow you to integrate into a company culture. When people say, “I love the people I work with.” Essentially, they say: “I am a cultural fit.” So, getting interviewees to meet other team members is the best approach to assessing cultural fit.

Cultural fit is all about how well a person's values, beliefs, and behaviors align with the company's culture. When a candidate is a good cultural fit, it means they share the same values and work ethic as the organization. Companies often consider cultural fit during the hiring process to ensure that new employees will integrate well into the existing team and contribute positively to the work environment. It's not just about skills and qualifications; cultural fit looks at whether a person will thrive in the company's atmosphere and uphold its values. Employers seek candidates who will adapt well to the company culture, work collaboratively with colleagues, and embody the organization's mission and vision.

In my experience, evaluating cultural fit is crucial for long-term success in hiring. Start by clearly defining your company's core values and culture. During interviews, ask candidates situational and behavioral questions that reveal their values, work style, and adaptability. Use assessments, like personality tests, to gain deeper insights. Engage candidates in casual settings, such as team lunches, to observe their interaction with potential colleagues. Additionally, involve multiple team members in the interview process to gather diverse perspectives. Ultimately, prioritise candidates who demonstrate alignment with your company's culture and values.

This is again crucial, but I think many times the employers project unnecessary or out of logic policies such as stopping the salary during the notice period or delaying f&f and this can lead to frustration resulting in poor exit satisfaction score and also frustrating employees which might push them to do something not very professional, leading to poor reference checks. I believe reference checks should be more concrete and a detailed feedback of how a person has done over the course of employment is important rather to just know the exit reason or ctc.

Reference checks is an efficient way of verifying skill and ability. Consistency and structured questions are required to measure cultural git, reliability and dependability, area of development and hiring risk. Taking reference from key stakeholders and direct manager would be critical to understand overall capacity of the potential candidate.

Understand that references are taking time to provide valuable insights, so be respectful and considerate in your questioning. Inquire about how the candidate interacted with colleagues and handled challenges, recognising the importance of diverse perspectives. This feedback can confirm your impressions or reveal aspects of the candidate you may not have seen during the interview, providing a more holistic view of their potential fit within your team.

Reference checks are a crucial method for companies to confirm the success of their hiring decision by consulting with past employers who have firsthand experience with the candidate. This process ensures that the information provided by the candidate is accurate and helps predict their long-term job performance. While typically the final step in the hiring process, reference checks are arguably the most important as they provide a comprehensive view of the candidate's personality and their alignment with the company culture.

Plan Ahead: Identify specific areas you want to explore, such as work ethic, cultural fit, and technical skills, before conducting the reference checks. Contact the Right People: Reach out to former supervisors, colleagues, or direct reports who can provide relevant insights into the candidate’s performance and behavior. Prepare Questions: Develop a set of standardized questions to ensure consistency and cover all necessary aspects of the candidate's past performance and professional conduct. Verify Information: Cross-check the information provided by the candidate with the references to ensure accuracy and honesty.

In my view structured, non-biased interviews ensure fairness and consistency by asking all candidates the same questions, reducing personal biases. Scorecards help rate responses based on predefined criteria, making evaluations objective and merit-based. Competency profiles outline necessary skills for the job, allowing interviewers to assess relevant qualifications directly. Together, these tools create a fairer and more effective hiring process, leading to better hiring decisions and a diverse workforce.

Decision making in the hiring process tends to be emotional - just like a sale. Here's how we can make it less about emotions and more about the facts: - Assess whether the candidate first and foremost meets the prescribed percentage of the job requirements - Assess and reflect on the candidate's motives and intentions (is this candidate hoping to grow long-term in this role / company?) - Assess the candidate's character traits - experience aside, is this person someone you'd feel comfortable and confident with having on your team? Are they a team player, dependable, etc.? - Is this candidate a culture fit/add or a culture risk? Team cohesion and culture is important when making a hiring decision.

I've learned along the years of recruiting that my gut is something I can trust. It's an internal compass towards the direction I want to go in. When I combine facts with my gut I 9/10x hit the target at hand. I absolutely love when I pour my heart into helping a candidate get the job and I look back a few years later and they are still there, thriving.

My decision making depends on how attentive and enthusiastic the candidate was if I have to select one out of my top two candidates. Sometimes throwing same questions from different perspectives and see how they react to situation and what's their approach to it. Technology and technical skills can be taught on job but self-motivation, attention to details and zeal to learn needs to come within. Once I asked my top 2 candidates if I have to hire legal advisor then what would be your subject line to attract talent. Best answer given "Need a legal with an eagle eye".

As a mid-career recruiter, the most crucial step is to thoroughly understand the key requirements of the job. Once these are clear, focus on getting to know your candidate by asking structured questions that encourage them to showcase their skills, achievements, and past work experience. Be an attentive observer throughout the process and create a comfortable, conversational atmosphere that allows the candidate to open up about themselves. If this exercise is conducted effectively, candidates will naturally reveal their true selves, helping you determine if they are the right fit for the organization.

a. Usually with the candidate’s interest to engage, ask questions and trying to know the company culture, basically candidate’s enthusiasm is an enough indicator to know how good a hire they will be. b. Check their skills specific to a role by small tests designed.

Throughout my recruiting career, I’ve worked with managers who insisted on finding the “perfect” candidate. This is most evident when reading the min. requirements of a posting. As a mid-level recruiter, shift your mindset from “filling an order” to partnering with hiring managers as a consultant. Help managers set realistic expectations, be curious to learn about the manager’s fears and wishes, and don’t be afraid to challenge their perspective with kindness. A positive workplace thrives on our diverse perspectives, skills, and background. Setting too high of a standard may cause you to overlook a candidate that could bring value, expertise, and completeness to the team. Humans are perfectly imperfect, that’s what makes the world special.

Problem Solving & focus learning Focusing on evaluating past achievements to assessing future potential. Mid-career candidates often bring a wealth of experience, but it's their adaptability, growth mindset, and alignment with the company's long-term goals & problem solving ability that can truly propel them and the organization forward."