Question For Recruiters
William Rochelle
Game-Changing Global Leader | Architect of Operational Excellence | Multi-Channel Contact Center Powerhouse | Scaling Startups & Fortune 500s to $90M+ Heights and Beyond | C-Suite Level Go-Getter
Okay ya’ll, ?
You're on a quest to find the perfect candidate, the one who will seamlessly blend into your company’s culture, exceed expectations, and drive innovation. The stakes are high, and every decision counts. Enter the assessment test, a tool designed to measure skills, aptitude, and potential. But how much weight should it carry in your decision-making process?
The Role of the Assessment Test
The assessment test can be a double-edged sword. On one hand, it provides a standardized measure of a candidate's abilities. On the other hand, it can sometimes fail to capture the true essence of a candidate's potential. So, how do you, as recruiters and hiring professionals, navigate this?
Weighing the Test vs. The Whole Package
Do you let an assessment test knock a candidate out of the running, or is it merely one piece of the puzzle? Consider this: a stellar resume might paint a picture of an exceptional candidate, but a poor assessment performance could cast a shadow of doubt. Do you give more weight to the test or the resume, or do you find a balance between the two?
The Hierarchy of Testing
At what level do you not include an assessment test? For many, the answer is clear: entry-level or supervisory roles often come with assessments to gauge fundamental skills and fit. But for higher-level positions like Vice President or C-Level executives, the emphasis shifts to experience, leadership qualities, and strategic vision. After all, can an assessment truly measure the intangible qualities that make a great leader?
The Real-life Conundrum
Here’s a scenario: a candidate with a stellar resume and glowing recommendations drops the ball on the assessment. Do you write them off, or do you dig deeper? Do smart people not test well? Is there a freeze that occurs when some candidates take tests, leading to anxiety and underperformance?
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Beyond the Test: Holistic Hiring
A holistic approach might be the key. Use the assessment test as a guiding tool rather than a gatekeeper. Look beyond the numbers and scores. Engage with the candidate, understand their journey, their experiences, and their potential for growth. Sometimes, the best candidates are those who shine in interviews, demonstrate a passion for learning, and bring a unique perspective that an assessment might overlook.
In the end, the assessment test is just one chapter in a candidate’s story. It’s up to you to read between the lines, connect the dots, and see the bigger picture. Embrace a balanced approach, and you might just find that hidden gem who not only meets the criteria but exceeds expectations in ways you never imagined.
Thanks for reading,
William Rochelle, but you can call me Bill
#williamrochelle #williamrochelleconsulting #cfbr #Recruitment #Hiring #AssessmentTest #TalentAcquisition #HRStrategies #CareerGrowth
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8 个月William Rochelle, I have had to take some tests during the my job hunting in the past, and it is very stressful. Some questions on math, without practice or usage I have forgotten so much, especially if it doesn't relate to my job. I love math, this is just an example. Fortunately, in my line of recruiting we do not test candidates, their production and performance which we can see tells us most of what we need to know on aptitude for the job, then it is fit, culture and desire for the position after that.
?? RaaS (Recruiting as a Service) ?? Sowing seeds + growing careers. ?? R???????????? & F????? ?? Nature-lover/Outdoorsy
8 个月It has to be holistic to be effective. Assessments are one piece of the data puzzle you're assembling to make a sound hiring decision. Too much weight on the assessment and you'll make the wrong hires and risk adverse impact. Too little or no assessment? --You'll not have data to support the data your recruiter and hiring managers should gather in evidence-based interviews.
"Aspiring Cybersecurity Specialist with Expertise in Data Processing, CRM Platforms, IT Support,Service Desk, Networks"
8 个月Questions for Cybersecurity Recruiters Regarding Hiring Criteria for Junior/Entry-Level Cybersecurity/Analyst Candidates: 1) What Weight Do You Place on Assessment Tests for Junior/Entry-Level Candidates? 2) How do you balance assessment test results with other factors like resumes, interviews, and recommendations? 3) At What Point Do You Consider Assessment Test Performance Critical? 4) Are there specific skills or competencies you prioritize in these tests for entry-level positions? 5) How Do You Evaluate a Candidate Who Performs Poorly on an Assessment Test but Has a Strong Resume? 6) Do you consider test anxiety or other factors that might affect their performance? 7) What Key Qualities and Skills Do You Look for Beyond Assessment Tests? 8) How important are soft skills, relevant coursework, internships, or extracurricular activities in your decision-making process? 9) How Do You Incorporate Holistic Hiring Practices for Junior Cybersecurity Roles? 10) Can you share examples of how you’ve identified potential in candidates through interviews or other non-test-based evaluations? Note: If the candidates apply we get even a chance for an interview etc.... William Rochelle
Health/Accident and Life Insurance Agent/Making the world groovier!
8 个月I know on Indeed, if there's an assessment, I won't do it. Especially if it's a typing test. My keyboard wasn't built for that. I personally think that it's just another hoop that companies expect us to jump through like circus dogs. But I'm not a dog. I could be a biatch, certainly though. ??