The Recruitment Series – Week 4
We at AHR take recruitment seriously. Over the past few weeks, we’ve been discussing different aspects of recruiting through a series of posts. We continue this week with a discussion about why using best practice during the selection process is so important.
We are now at the point where we’ve interviewed our candidates in an initial round of meetings. We’ve narrowed our field down to a stand-out group to choose from to fill our role. It’s likely that these applicants are relatively similar in former experience and how well they are perceived to fit into your working culture.
Candidate Selection Process: How to Choose the Right Hire
How do we choose from a group of outstanding applicants? This is a question many hiring managers ask. Several avenues exist to help you, depending on your company’s specific needs. If you haven’t found a clear front-runner, a structured second interview is a great option.
However, a second interview should not mirror the first. Running the same test usually produces the same results. To improve your candidate selection process, many companies now use specific testing to gather deeper data. These tools help you look past a great interview and find deeper insights.
Psychometric Testing for a Better Candidate Selection Process
This testing method measures personal qualities like intelligence and aptitude. It also evaluates cognitive abilities, including verbal, numerical, and logical reasoning. This tool is handy when you must distinguish between interviewees with similar experience.
Common tests include:
- Numerical and Verbal Reasoning
- Mechanical and Spatial Tests
- Abstract Reasoning
Personality Testing
Personality testing reveals a candidate’s working style and professional attitude. It shows if they have the required enthusiasm for the role. While the term may sound harsh, workplaces have used these tools for years. The Myers-Briggs Type Indicator is a famous example. Discovering a candidate’s personality type helps you ensure they are a true fit for your culture.
Behavioral Testing and Professional Temperament
Behavioral testing helps you understand how a candidate reacts to workplace stimuli. These tools measure professional temperament by testing how a candidate thinks colleagues see them. This illustrates if an individual is naturally suited for the position.
Hiring managers often use these tools after making a hire. However, they are still useful during the candidate selection process. You can use hypothetical situations to see how candidates draw from past experiences. These tests are valuable when you must choose between a group of similar, high-quality candidates.
Streamline Your Recruitment with AHR
At AHR, we know hiring managers are often busy. You may not have the time to dedicate to an exhaustive candidate selection process. This is where we help you.
AHR offers three levels of recruitment assistance:
- We Support You: We provide templates and explain how to run the process yourself.
- We Do It With You: An experienced AHR professional stays with you through the whole process.
- We Do It For You: We complete the entire process ourselves so you can focus on your work.
Call us now at 1800 577 515 or visit our website to book a free consultation. Our professional staff will help take the pain out of your next recruitment drive.
For more information click here
