Staffing Software with assessment is not a recent phenomenon, but the range of its application is significantly expanding. This year, we noticed not only an intensification of the application of this method for evaluating both candidates for open positions, but also for evaluating potential candidates who have not yet applied for the job.
1. EVALUATION BEGINS EVEN BEFORE THE CANDIDATE SUBMITS HIS RESUME
In particular, for vacancies involving recruitment of professionals with little work experience, such as graduates and novice professionals, there has been an increase in the use of realistic and detailed job descriptions and career development guides. These tools give the potential candidate an opportunity to understand the essence of the proposed activity and to decide more consciously whether to submit their resume or to refuse this opportunity.
2.DEPARTURE FROM FACE TO FACE EVALUATION
Due to the shortage of candidates in some regions and the increased selection of talents around the world in 2014, there has been a clear trend towards a shift from a more traditional face-to-face assessment to remote and Internet-based Staffing Software with assessments. This application of tests and questionnaires are created specifically for online use, as well as the growth of video interviews and presentations. Continuous improvement of technologies will, in our opinion, lead to the more widespread use of such tools.
3. SELECTION INCREASINGLY FOCUSES ON CANDIDATE’S PERSONALITY
The use of personality assessments has been steadily making their way into the recruitment process as we see more companies adopting them. They can be used for identifying the right candidate or leadership identification amongst their existing employees. The ’16 personality factors’ and ‘Golden personality type profiler’ are some of the best assessments for this.
4.THE IMPORTANCE OF THE SPEED OF INTERACTION WITH THE CANDIDATE INCREASES
The competition for outstanding talent is very high. In order to hire the best professionals, companies need to quickly communicate, evaluate, and make job offers to the best candidates. Companies are constantly trying to reduce the “time to send an offer” and “time to hire.” In order to focus exclusively on suitable candidates who are potentially able to successfully complete all stages of the selection process, a quick but accurate assessment is required, and to make all intermediate steps as short and fast as possible.
At the same time, we witnessed a tendency to build positive communication with those who did not go through the selection process or refused to take part in it on their own.
5.GAMIFICATION OF SELECTION METHODS
In connection with the progress of technology, in 2014 there was a sharp increase in the so-called “gamification” of the selection process. The trend is to try to use game elements and multimedia content to attract and motivate candidates to participate in the selection process. Nevertheless, candidates have to spend some time on these “recruitment” applications, and lengthy procedures are one of the key reasons for not participating in the selection process. Thus, companies may not get the result pursued by them. Moreover, often gaming is negatively affecting the reliability and accuracy of the valuation method used. And therefore, it is recommended that you separate the “attraction” and the “evaluation” in the recruitment process.
Author: Bharath Iyer