Talent acquisition is the primary need of organizations to fill in job vacancies. However, employee sourcing preceded this process. This marks creating a pool of candidates being suitable for a job. This article will take you through the assessment methods that make the hiring process easy.
In the technological approach, sectors and industries are adapting to digital transformation at a rapid pace. This process also considers business functions to automate their processes and increase employee productivity. One such business function is Human Resources which meets the needs of every department. In this function, Human Resources have to plan the hiring stages to make the most of the investment in the candidates. Let’s proceed to know the process in more detail.
In conventional methods, the manual approach mattered a lot. This method assesses the candidate for the required skills by the concerned authorities. This process has multiple stages with different assessments to highlight candidate skills in various case scenarios. To ease this approach, Human Resources began to adapt to technological transformations. The transformation introduced talent assessment software and applications according to the candidate profile. These applications made the process much simpler making feedback more transparent.
Let us get going to know the five talent assessment methods that make the hiring process easy:
This assessment method lets the Human Resource assess the candidates closely. It reflects the candidate’s efforts to make his work noticed. This method varies according to the job position applied.
The assessment highlights the prospective job performance of the candidate and ensures sync with the brand tone. However, it has to be kept in mind that the candidate must share relevant workpieces.
The method is closely related to the work sample, and the candidate has to put forth his skills on the spot. The simplest form of this method is through sharing a questionnaire with different cases. The answers can guide Human Resources through the thought process of the candidate.
They are known as “General Aptitude Tests”, which include verbal and numerical reasoning. These tests aim to judge memory, problem-solving and analytical skills. The methods have to be tested for relevance for testing the employees for the particular job.
AI Video Interviews
The method records the answers to be evaluated later by Human Resources. Video interviews have integrated AI within their function to turn them into assessment tools. However, Human Resources have to keep in mind that the results drawn cannot be utilized to finalize the candidate.
In this method, the candidate is assigned a job or a set of tasks. The competition of these tasks determines if he is fit for the job. There are limitations for this method as it has to be conducted amid the working hours of the organization consuming valuable time.
Human Resources need to be updated with the required software to assess the candidate on fairgrounds. It maintains transparency on both ends and increases trust with the business function.
In this context, Human Resources have to be equipped with customizable software modified according to the work profile of the prospective candidate.
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