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Finding the right candidates for your positions doesn’t have to be a stab in the dark. Using application screening questions you can zero in on the right candidates with uncanny accuracy. But how do you know which questions you should and shouldn’t ask?
Ask the wrong questions and you could unwittingly filter out good quality candidates- potentially allowing them to fall into the hands of your competitors. Worst of all, you absolutely don’t want to filter out a candidate for skills you can teach- and that they can learn. Much more useful is testing for their ability and openness to learn.
And therein lies the issue- asking a candidate to show you how they learn, as opposed to what they know is infinitely more challenging.
One way to ask candidates to show their working out is to use data to identify the key success criteria for your roles. Then you can ensure that the right candidates make it through your online application process to interview stage. Here are our three steps to doing just that:
1. Identifying inherent success criteria in your best employees
Use data to identify your top performing employees. This data can come in many forms depending on the position, and will probably require close collaboration with other departments. Then assess which of their key attributes are learned and which are inherent. Resilience, cultural fit, ability to learn new skills are all inherent attributes that you should look to identify. Then categorise their importance for each position that you are recruiting for.
2. Use Qualified Professionals
Qualified Psychologists and psychometric testing experts are a great resource for In House Recruiters. We recommend engaging with some qualified pros when it comes to creating the right questions.
3. Incorporate the questions into your recruitment process.
Once you have decided upon the right questions to ask- you need to incorporate them into your recruitment process.
How Tech Can Help
A flexible e-forms solution can help organisations to ask bespoke questions based on the specific role. This can mean you can coax out which candidates have the inherent success criteria that you have identified.
A solution like Eploy Discover can allow organisations to do this for several positions asking bespoke questions per role. You can then rank, score and progress the best candidates. And because Eploy Discover is a feature of Eploy, it means all of the candidate data is in one centralised and secure place. No need for integrations or additional products.
Take a look at how Eploy Discover might work in practice for your organisation.
