“How can we best assess candidates in our current climate?”
A question that many employers are still battling to find the right solution for their business. With organisations turning to digital assessments for their recruitment processes, many are struggling with the challenges of carrying out activities that were delivered in-person, such as assessment centres, testing and interviewing, in an objective manner. As digital assessment makes it harder to identify the business-critical soft and hard skills of candidates.
How a business implements an effective digital assessment strategy will vary depending on the hiring requirements an overall recruitment process. But, every business can take steps to mitigate potential issues and ensure that they select the right candidate. This is achieved by taking to time to figure what the ‘best’ candidate is, selecting the right technology, investing in measures to prepare candidates and being dynamic to change.
To assist with this, we have put together some top tips that will help when you assess candidates digitally.
How To Assess Candidates
Think of ORCE When You Assess Candidates
Regardless if you are hiring in person or digitally. Hiring is a complex process with four unknown variables: the right person, in the right job, with the right skill-set at the right time for the business. As these are unknown factors, they make it difficult to select talent in an unbiased manner. To recruit objectively, hiring teams should think of ORCE when assessing candidates.
ORCE (Observe, Record, Classify and Evaluate) is a methodology that creates a high-calibre assessment of candidates whilst minimising bias, as it creates a more data-driven hiring method and hiring teams can avoid the pitfalls of making snap judgements.
ORCE involves creating detailed notes whilst assessing candidates at interview or during the assessment centre. Then using this record to identify what skills and behaviours they demonstrated. Finally, the evaluation occurs by scoring the responses using a weighted grading system that is created by the job specification.
Consistency Is Key
When aiming for an unbiased assessment procedure, creating a consistent approach is key. Without this, hiring managers will find it difficult to effectively evaluate candidates. There are a few areas in particular that need consistency when assessing candidates:
Set a series of standard interview questions
Of course, there will be moments in the assessment where you will need to ask additional probing questions. However, asking a set of standard questions that are tailored to the role will enable a fair comparison between candidates.
Try to keep the team that interviews candidates the same
Each interviewer will vary their approach to interviewing or assessing potential hires. To improve candidate experience and simplify the evaluation processes. Businesses should aim to keep the team that interview candidates the same throughout the recruitment process.
Implement Psychometric Tests
Assessing the cultural fit of candidates is a challenge that employers continue to face.
To combat this, employers should consider implementing online Psychometric Assessments to supplement their video interviewing practices. However, there is no set method to implement these tests and, depending on the industry, you may not need to use every type. We recommended that you use a variety to create a better picture of a candidate’s skill set.
Employers frequently use psychometric tests during the digital assessment of candidates to look at factors such as:
- Mechanical Reasoning
- Logical Reasoning
- Verbal Reasoning
- Situational Judgement Assessments
- Spatial Reasoning
Simplifying The Digital Recruitment Process To Focus On Assessing Candidates
Create Simple Communication Channels
When assessing candidates digitally it is imperative to have a communication plan, as people’s ability to interact in-person is restricted. A clear plan provides an opportunity to bolster your employer brand and improve the acceptance rate of roles. Whilst also enabling hiring teams to mitigate any business risks. As a part of this plan, you could include:
- Sending a preparation guide a day before the assessment centre or interview.
- Implement follow up emails to provide clarity on what the next stage of the recruitment process is.
Recruiter Tip for Virtual Assessment Centre Communication
If you are running digital assessment centres or holding multiple interviews on one day, having a team to be a facilitator hotline or support network to support candidates with the process. As this will create a central point of contact for issues, support or guidance.
Practise Using Your Software Before The Assessment Begins
By now, you should have selected the right technology to manage your recruitment campaigns digitally. However, all of the hiring team should practice using the software beforehand, even when using well-known video communication tools. As it minimises the chance of technical glitches occurring and gives the hiring team the tools to resolve issues when they happen.
Additionally, holding check-in sessions with candidates before the interview or assessment centre will help them set up, put them at ease and add the human touch that remote interviews and assessments need.
Keep Group Sessions Short
Employers that regularly implement assessment centres as part of their recruitment process will be familiar with running group exercises.
When assessing candidates digitally what was once easy to deliver, such as group discussions, is now that bit harder with the current restrictions. Removing these group elements from your recruitment processes is not recommended, as they are perhaps the best way for candidates to demonstrate qualities such as leadership, collaboration and thoughtfulness.
However, to make it this stage of candidate assessment easier to manage for hiring managers, employers should be selective with the activities that they implement. Additionally, they should consider using smaller group sizes and reduce the time to complete tasks accordingly.
At Regional Recruitment Services, we have adapted to the changes that have happened in the recruitment industry. However, we were leading the way in digital assessment long before the events of 2020. We have already invested in a range of digital assessment tools to maintain our high-calibre evaluation processes whilst expanding our candidate reach.
As part of our service, we will manage every stage of your recruitment campaign, from candidate attraction to onboarding support. Additionally, as an outside perspective, we can help you to recruit objectively to find the right talent, at the right time for the right price.