Assessing Candidates

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Assessing Candidates

2020-03-05T11:38:38+00:00 March 5th, 2020|All, HR News, Recruitment|

Having many years experience in the recruitment industry, we know that our clients can find the whole recruitment process extremely complex, extended and costly.

You need to pre select your candidates as you don’t need to (or won’t have time to) interview 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; 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.

Headquartered in Cambridge with regional presence in Kettering and Milton Keynes, Aspire Cambridge provide cost effective Recruitment and HR solutions to an impressive portfolio of customers spanning the UK and Europe. Working with a diverse collection of industries from start-ups to blue chip companies covering a vast range of sectors. Aspire Cambridge has an unrivalled knowledge of the jobs marketplace so it’s no wonder that they hold an impressive track record of exceeding client and candidate expectations.

How do they do it? By “Placing People First”.

Contact Aspire Cambridge:

T: 01223 855440

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