5 Ways To Filter Incompetent Candidates

Finding the best candidates for the position is a top priority for recruiters, but we all know it's not an easy task.?We have given you?five?suggestions that will allow you to easily filter candidates who are not competent among your candidacies.

In the challenging recruitment process, inadequate applications are distinguished as a time-consuming factor. This situation can also bring about the problem of “overlooked talents”. This is why, as a recruiter, you should know how to filter incompetent candidates.

Here are?5?suggestions to help you with this;

Be clear in your job description

Every job search starts with a detailed job description, but sadly, that's where many companies make the most mistakes. Some companies may not spend enough time understanding and considering the particular needs of the position. An example of this can be seen in the experience period section in the postings. Average periods of work experience should be reviewed for entry, medium, and high levels, for example, 2 years of experience should not be requested for entry-level.

Another problem in the job description section is not getting help from somebody working in the same role in the company in order to write the requirements of the job posting correctly and completely.

If you are clear in the job description section of your job post, you can increase the number of qualified candidates.

Pay attention to skill tests

Let's explain this issue with an example: While posting a job, you wrote that you wanted a person who knows JavaScript, and a candidate who wrote that they know JavaScript came to you. How do you know if this candidate is truly proficient in this field? By seeing them in the pre-assessment test of course! If you are wondering about the easiest and most affordable way to reach pre-assessments, you should take a look at Coensio.

Coensio?pre-assessing all the applicants and creating a shortlist among all of them!? You can reduce your hiring time while focusing on the selection of qualified candidates.?Get started today free?and make better hiring decisions.

Check references

Recruiters in many parts of the world can encounter false information in CVs. According to a survey by Hedd, 49% of large businesses have this problem. Therefore, reference checking is a well-tested method of filtering out incompetent candidates. It provides you with some basic information such as the candidate's employment history, role in previous jobs, education level and credentials. But the point is, if you're only getting excellent comments about the candidate, or if there are inconsistencies in the answers, you may need to do a more in-depth review.

Select candidates who fit the company culture

Nowadays it's not enough just to find someone who fits the open role in terms of technical skills.?Candidates selected for a long-term collaboration must embrace your company culture.?Working with people who do not share your values will result in compliance issues on the job.

Toxic behaviours in the workplace can have many negative impacts, from lost productivity to absenteeism, from poor employee health to damage to the company's reputation.?Therefore, when hiring a candidate, make sure that you also have a set of cultural values that are the same as the candidate you will be hiring.

Ask behavioral and situational questions

You can use behavioral and situational questions in interviews to find out if your candidate is the most suitable talent for your open position. As an example of behavioral questions; focus on your candidate's soft skills such as conflict resolution and communication and the hard skills they need to do their job

It can help you understand how he/she behaves in certain situations when he/she has to. You should also know that you should use a measure of creativity, persuasion, and emotional intelligence in the candidate when asking situational questions.