There are several basic methods of personnel assessment when hiring. Let's look at them:
Initial assessment
At this point, the recruiter's job is to figure out whether the candidate should be invited for an interview. The initial analysis of information about the applicant is carried out in order to exclude those who do not fit the company by any criteria:
When studying a job seeker's resume, emphasis is placed on its structure, list of competencies, reliability of data, level of education and consistency of work in various companies.
The level of thoroughness of the overseas chinese in uk data check depends on the specifics of the position the candidate is applying for. Thus, for a designer position, attention is paid to both the portfolio and how neatly and stylishly the resume is designed. And a programmer vacancy requires an emphasis on the level of education and knowledge of the necessary coding languages.
Gathering data about the applicant. The Internet often helps to identify information that was missed or intentionally not included in the resume. There you can find information about completed projects, scientific articles or news where the potential employee appears.
Social media analysis. Information from social profiles rarely demonstrates professional competencies, but it does provide an opportunity to assess certain personal qualities of a candidate. For example, a person’s actions on social media may not coincide with the ideals and values of the company.
Using databases to check applicants' backgrounds. Recruitment experts use this approach to screen job candidates in government registries or through corporate security. In some companies, for example, checking employees for criminal records or outstanding debts is key.
The initial assessment allows you to save time for recruiters, managers, and the applicants themselves.
The next step is an interview, during which a thorough assessment of future employees takes place.
Interview
For a deep study of the applicants’ competencies, effective methods such as questionnaires, interviews, tests and business case studies are used at this stage:
Questionnaire .
The candidate for the position receives a form with questions to which he must give exhaustive answers. The applicant is asked to fill out the questionnaire. The method is not used independently, it serves as a supplement to other assessment tools.
Interview .
This is a process of oral communication, during which important knowledge, professional experience, skills and personal characteristics of the applicant are revealed. The technologies used for selection and assessment of personnel vary based on the conditions and requirements for a particular vacancy:
Video interviews are used in cases where the candidate cannot be present in person or it is not necessary. This format allows identifying such personal qualities of the candidate as confidence, ability to adapt to unusual conditions, stress resistance, etc.
Telephone interviews are generally seen as a secondary tool to eliminate those who do not meet the requirements before the main interview but after reviewing information about them.
Structured interview. This format is distinguished by its strict structure: questions are asked according to a predetermined plan, and the results are assessed based on the results of the conversation. During such an interview, professional skills and motivation levels are analyzed. The candidate's expectations regarding working conditions, the team, and salary are also revealed.
Competency interviews focus on assessing professional skills through the analysis of the applicant's previous experience. This helps predict how the candidate will act in new work conditions. The technique also makes it possible to identify spontaneous reactions of a person to the questions asked.