Evaluating candidates is both art and science. Gathering information to hire the right person is based on the art ( evaluating resumes, education, appearance, work history) and science (using state of the art psychometric assessments which evaluate the total person as related to job fit).
Employment candidates are clever, sly, and yes selective. Selective?
Selective - they let you see only what they want you to see. As the interviewer you may think you are in control of the situation. But the interviewee can let you see what THEY want you to see.
The sum total of the information you are provided is 10% of the total person. Yes, that is not a typo - it is 10%.
This good, but limited information includes the following:
1/ Resume' - oh yes, according to organizations such as the Society for Human Resource Management and other reputable associations, between 25 % and 40% of candidates use creative writing to expand education credentials, work expertise, omit places of employment etc. In this case it is caveat emptor - " buyer beware".
2/ Education - always trust but verify: and did they "attend", pursue or graduate? Make certain there are dates, places, and grade point averages.
3/ Appearance - candidates look their best on the day of the interview.
4/ Work History - a hoped for accurate summary of employment, skills, and work related accomplishments
We call this the tip of the iceberg. Yes, there is 90% of the candidate whom you do not see or know at the conclusion of an interview. Even with skilled, professional, behavioral interviewing, the majority of the candidate is hidden from view.
So what is missing?
1/ Thinking and Reasoning Skills - The skill to utilize verbal and mathematical skills reasoning and problem solving components. These are key indicators of success.
2/ Occupational interests - What are the candidates interests -and how do they compare with the interests needed for success in the position?
3/ Behavioral traits - Components compared with those required for success in the position including: assertiveness, sociability, manageability, attitude, decisiveness, accommodating, independence, and objective judgment.
There are a variety of pre employment assessment tools on the market. Using the Department of Labor criteria, make sure the instrument has been thoroughly researched for validity, reliability and is " job related". We use the Profile XT when evaluating candidates for our clients.
Having staff attrition situations? Talk to our talent retention & HR advisory consultancy in Singapore. Visit here. A online marketing article for smes by Scotts Digital.Employment candidates are clever, sly, and yes selective. Selective?
Selective - they let you see only what they want you to see. As the interviewer you may think you are in control of the situation. But the interviewee can let you see what THEY want you to see.
The sum total of the information you are provided is 10% of the total person. Yes, that is not a typo - it is 10%.
This good, but limited information includes the following:
1/ Resume' - oh yes, according to organizations such as the Society for Human Resource Management and other reputable associations, between 25 % and 40% of candidates use creative writing to expand education credentials, work expertise, omit places of employment etc. In this case it is caveat emptor - " buyer beware".
2/ Education - always trust but verify: and did they "attend", pursue or graduate? Make certain there are dates, places, and grade point averages.
3/ Appearance - candidates look their best on the day of the interview.
4/ Work History - a hoped for accurate summary of employment, skills, and work related accomplishments
We call this the tip of the iceberg. Yes, there is 90% of the candidate whom you do not see or know at the conclusion of an interview. Even with skilled, professional, behavioral interviewing, the majority of the candidate is hidden from view.
So what is missing?
1/ Thinking and Reasoning Skills - The skill to utilize verbal and mathematical skills reasoning and problem solving components. These are key indicators of success.
2/ Occupational interests - What are the candidates interests -and how do they compare with the interests needed for success in the position?
3/ Behavioral traits - Components compared with those required for success in the position including: assertiveness, sociability, manageability, attitude, decisiveness, accommodating, independence, and objective judgment.
There are a variety of pre employment assessment tools on the market. Using the Department of Labor criteria, make sure the instrument has been thoroughly researched for validity, reliability and is " job related". We use the Profile XT when evaluating candidates for our clients.
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