Published on June 4th, 2022
The biggest question you must answer regarding candidates for your positions is - are they able to do the job?
Generally, you must evaluate if they have a performance history that will let him or her function in the position and hopefully perform in an outstanding manner.
Although a quick scan of their resume may rule out a number of applicants, you will always want to go beyond the resume to discern the truth about a candidate’s abilities.
In their current and most recent jobs, what were their basic responsibilities? What did they achieve in these positions? Has their experience and success prepared them adequately for the position you are attempting to fill?
Although you can certainly wait until you are interviewing to examine a candidate’s abilities, you can both weed out unqualified candidates and even discover a hidden gem in the screening process using AI-enabled evaluation tools and processes.
Regardless of if you are evaluating candidate abilities in the screening or interview process, you should start off with questions that are easy to ask and easy to answer. This helps the candidate to relax and warms them up for harder questions that get through to the hidden truth.
You will also want to start with questions about some of their previous positions rather than jumping right into their current position. The past is less threatening for candidates than the present, so beginning with questions about earlier jobs will get truthful, straightforward answers.
As you move to their present position, you will have established a pattern of honesty that is hard for the candidate to break and easier for you to identify if there is any deception in play.
The first sequence of questions examines the key areas of a candidate’s functional responsibilities. You will gain insight into their skills, specialized knowledge and their relative strengths and weaknesses.
Together, these three questions help to demonstrate to the candidate that you intend to get specific answers to specific questions. Your candidates will realize that you expect and have the tools to get the facts.
Now you can go deeper:
These questions demand the candidate think deeply about their answers, as they now know you are about to extract not only their functional background, but also get deep insights into the depth of their understanding of their role.
At this point, qualified and interested candidates will be an open book and be willing to share even more about their abilities, so you can be confident asking even more probing questions:
Of course you do not need to ask every question listed above. You simply want to probe deep enough to make an informed assessment of your candidate’s abilities as they relate to the basic responsibilities of your position.
Every job has important communication aspects that go beyond the basic responsibilities. You will want to assess each candidate’s ability to communicate their work with you as their hiring manager, their team members and others with whom they interact,
Next, you can examine how well they communicate with management:
These questions will reveal a great deal about your candidate’s maturity in working with different levels of the organization and reveal where they may need help to perform their responsibilities.
There are very few, if any, positions that don’t require working effectively with others. You will want to assess your candidate’s abilities in this area as well.
Again, you can go very deep in your candidate assessment by asking more probing questions:
At this point, you should have a solid understanding of your candidate’s abilities. You can go further, of course, and gain insights into how they see how their abilities have affected their career:
Now you can wrap up and begin to measure their interest as you transition to evaluating your candidate’s willingness to do the job:
At HireQuotient, our AI-powered business skills assessments help you assess candidate abilities regarding their basic responsibilities, communication, teamwork and much, much more to enable you to hire the right candidates better and faster.
Our chatbot-powered skill assessments are built around realistic work scenarios, ensuring candidates answer structured questions based on the provided data and generate insights into each candidate’s job-specific skills and business competencies.
In addition, our powerful, simple and easy-to-use dashboards allow you to create customized workflows for effortless operations, view detailed analytics for making data-driven decisions and seamlessly integrate into your existing candidate automation flow
Learn more about how HireQuotient can help your organization power up your people analytics. Just visit https://hirequotient.com to schedule a demo today!
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