The Recruitment Process: Assessing Candidates

Here at aspire cambridge we understand that there are 6 parts to the recruitment process, and having many years experience in the recruitment industry we know that our clients can find the whole recruitment process extremely complex, extended and costly. This is why we have created a series of six blog posts to help our clients through the recruitment process step by step. We began with workforce planning, then defining the need, before moving on to attracting candidates and pre selection and now, as the 5th of our 6 blog posts, we will be taking about assessing candidates;

As we mentioned in our last blog, you need to pre select your candidates as you don’t need to interview (or won’t have time to) every single candidate that applies for a job with your business so you have to short list the candidates; then you can move onto the Assessing Candidates stage and this is where you look at the candidates you have short-listed and you identify their ability to complete the role within your business

How to Assess Candidates

It is a good idea to decide what skills are required to complete the job role, for example if the candidate will be working with numbers if they get the job, then give them example problems to solve to ensure they are capable of doing the job. If they will be proof-reading then give them examples of content or articles to read and check their proof-reading standards.

Doesn’t an Interview Assess a Candidate?

An interview is a great way of getting to know a candidate and while the candidate may look great at face value many employers find that they can never be positive that the candidate can fit the role, just by completing an interview and this is why practical assessments can be so beneficial. They help ensure that you are getting the right skills for the role. The other disadvantage of standard interviews is that they may not always bring out the best in people and a good candidate with the skills you need could be lost. 

What about References?

References are a brilliant way of assessing candidates and it is definitely recommended that character and work based references are requested and reviewed at this stage because this will give you another ‘real’ example of the candidate and an insight into them and their experience.

It is essential that you record all results of interviews that take place to ensure that the interviews are fair and unbiased to all candidates. It is also a good idea to give feedback to the candidates at each stage of the recruitment process as this gives a professional and engaging impression of your business and will help candidates too.

Other articles in this series of six blog posts include workforce planning, defining the need, attracting candidatespre selection and the selection decision.