The biggest challenge that any organization faces today is hiring the right person for the right position. This takes a great deal of effort on the part of HR, as an inappropriate selection can directly hinder an organization’s growth. That said, conducting pre-hire assessments are a must to gauge the skills of a candidate before hiring them.
Just a mere question doesn’t start an interview session; there are a lot many aspects of interviews and pre-hiring processes. HR managers are usual human beings who are struck by several things at first glance. The first ten seconds of a pre-hiring assessment are the most valuable, because that’s precisely when an interviewer starts forming his/her opinion about a candidate. Simply put, pre-employment tests are critical in getting the right talent for the best position in a company.
Making the Right impression on the HR Manager
A candidate’s attitude and enthusiasm towards a job is duly screened by the manner they behave. Hence, it is vital to pay heed to the character traits interviewers take notice of. Manners and professionalism must be imbibed in a candidate to impress the HR person and bag the job. Failing to establish the perfect impression, costs in futile interviews and prolonged unemployment.
Well, if you are preparing yourself for your next interview and desperately want to get hired, this blog is for you. We have compiled a few traits that interviewers often judge during pre-hire assessments. Also, if you are one of those HR person, who is about to take your next interview, this blog is for you too. As the list we have jotted down will help you to screen a candidate right away, without investing much time on him/her. So whether you are working from home and taking the interviews from your home, this list surely will be handy for you.
Here are 9 quick pointers that can play a significant role in conducting pre-hire assessments that give accurate results. Keep scrolling; you won’t regret it!
If a candidate is serious about his/her job, no doubt, he/she will be professionally managed. Professionalism is one such trait that tells a lot about a job-seeker. Maintaining professional behavior during an interview makes you appear serious and earnest about the job you want to get. Anything that doesn’t align with the formal and professional tone will act against a candidate and thus ruin the entire interview session. HR managers must seek ultimate professionalism in a candidate and take heed of it to make a choice,
The foundation of any job hire is to find professional candidates. If you can see any sign of unprofessionalism, it is advisable not to select the candidate.
Stark professionalism can be seen in his/her:
- Formal attire
- C. V format
- Making prompt decisions
Examine the candidates’ profile to check whether he/she is consistent in his/her educational or professional career or not. Consistency means gradual and steady progress toward a specific goal. It is expected that there should be no gap or frequent change in the subject or field of work. Prolonged gap in someone’s academic field or professional field says negative about that specific candidate.
Not just is it looked on negatively, but it also is frustrating for the employer to hire someone who deviates from the targeted growth trajectory. So, if the candidate has a huge gap in his/her academic field or frequent change in the working area, it is advisable to reject his/her candidature immediately. Or at the least verify them in all ways possible. Only when you can vouch for their stability, you may try them out.
On the contrary, if the gap is comparatively smaller or one with a single change, ask for a valid reason. Of course, the candidate must have some logic behind the switch or the sabbatical. However, if that is not the case and they are languid in their demeanor, it’s best not to select the candidate.
A punctual candidate shows commitment and interest in the interview, as well as to the job overall. Candidates must not take things for granted and appear in the interview at their convenience. If you are a candidate, always remember that your time is not more valuable than the interviewer’s time. This might sound harsh, but it is the truth.
An HR person must always note the candidate’s arrival time. A serious candidate always reaches the venue for an interview before the appointment. Given the time sense of the candidate, an opinion already starts getting formed in the mind of the interviewer, be it at a subconscious level. Being punctual also helps a candidate earn a reputation as a diligent, responsible and reliable employee. Hence, a punctual candidate must always be given priority.
Patience is a paramount quality of a person of success and as we know it, patience is a virtue! Patience speaks about a person’s consistency and the manner they deal with a critical situation. Whether they lose their cool or they sail through it. So a patient person speaks a great deal about their background.
If a person doesn’t have enough patience, you cannot get the best out of him/her. If they don’t know how to wait for the right time, it’s difficult to understand what they would do if life gives them such a situation.
But how would you judge that in pre-employment testing? Well, there’s a way. After the arrival of the candidate, make him or her wait for more than the apprehended time. Then see, he/she can face the interview effectively or not. If the person is impatient, it will be reflected in his/her attitude. Once you get the hunch of their impatience, deal accordingly.
Transparency is another important quality that employers seek in a candidate while conducting pre-hire assessments. A transparent candidate is upfront and reveals something substantial in their record. If you are a candidate and want to get hired by some renowned companies, you must showcase your communication skills with the utmost transparency. And as an interviewer, you need to judge the candidate’s openness in the first round itself. Else you would waste your time screening someone who’s hiding things from you.
To check how much upfront and transparent a candidate is, try to find a loophole in his/her career and ask questions about it. Such attacking questions are sensitive and are bound to make the candidate think and answer. Just see whether they are taking too much time to think over the question and trying to concoct some false stories. Verify if the answer is correct or the candidate is trying to hide something. If you get the feeling that there is enough discrepancy in their responses and the candidate isn’t maintaining transparency with you, it is better to cancel the candidature.
Quick Learning Attitude:
You need to know whether the candidate can learn quickly or not. Willingness to learn new skills is one such attribute that employers seek in the candidates while hiring. One, who can embrace new work culture, new technologies rapidly, can hack growth for the company as a whole.
So how do you judge this quality? You can create a situation in which the candidate needs to use his/her quick learning ability to solve the problem. Thereby you can analyze the candidate’s current job skills as well as their ability to learn new skills. A candidate with quick learning ability needs to be given priority.
Love & Passion for the Post Applied:
This is one of the most crucial character traits of a candidate that must be assessed via an online pre-employment test. Ask the candidate why he/she wants to be considered for the job. Let them open up to you in terms of their passion for a new job and how much they are committed to it. Look for someone with a passion for the job or the field. If there are love and passion for the work, he/she will be able to deliver his/her best.
Such a positive attitude is one of the key indicators of success and long-term associations. If a candidate possesses a similar quality, no one can stop them from growing. Needless to say, if your employees grow, your organization will also grow. It’s a win-win for both parties.
Knowledge of the Field of Activity:
Knowledge of the field and the job itself is necessary to perform effectively. Without knowing the required knowledge and expertise for a specific job role, a candidate is no less than an amateur. And it’s always better to assess their skills during the pre-hire testing to avoid any kind of post-hire shock!
You need to judge the level of knowledge each candidate has. To understand the depth of the candidate’s knowledge, it is better to take a written or online assessment where the candidate has to answer the questions related to the applied post. After the evaluation, you can see the result and make a decision based on the analytics you get.
Knowledge of the Organization
Has the candidate taken enough time to go through your website? Whether the candidate can spell the name of your company correctly, or if they know the inception date of your company, the exact nature of business – everything is needed. The more they know about your company, the more you can get understand their seriousness and earnestness towards the company they have come for an interview.
Start by asking random questions about your organization and see how fast they respond. If they fumble and look blank, they obviously have not prepared themselves as it should be. It’s better not to spend too much time with them as these candidates don’t bring much value to a company.
These are some basic factors that you need to look for in an ideal candidate. Evaluating these while conducting pre-hire assessments can ensure authentic insights, help you select the right candidates and enjoy company growth.
A single bad hire is loss-making for any organization owing to the investment made on a candidate. In India, the cost of a bad hire culminates in INR 20,00,000. Considering the growing demand for jobs and the ever-increasing number of job-seekers, it has been imperative to conduct proper assessments when hiring. Otherwise, within no time, you shall find a particular hire is wrong, incurring massive loss for your company.
The current situation demands a vast paradigm shift in global work culture. Hence it is even more significant to hire the right people. Candidates who are really serious about their interview and the job, they will surely follow these basic etiquettes to create a positive impression on their interviewers.
Testofy is one such online pre-employment assessment tool that can help you scrutinize your candidates and hire the best fit for the right position. Assess your candidates through Testofy and acquire the real talent for your organization!