7 different ways to test candidate for elections and attract a high talent

Why are traditional ways has already managed to test candidates

Employment has always been a tricky process of good HR benefits. You should check tons of resume, edit Conversations, check the references, and check each other. These traditional methods are used for the end of a long hiring way. But now, things have changed. The talent’s pool is wider than ever. Therefore, relating to the progress of responses and relatives are not enough to explore candidates.

Thought to think about it, a beautiful CV may reflect the experience, but it is always indicating how one solves problems under pressure or working together. Discussion, when successful, can tell you a good person to be there but not how they will accomplish it. As for the references involved, you will never be sure of their accuracy. That is why additional additional companies began to look beyond the old school ways. They are looking for ways where they do not show what they can to see their power, flexibility, intelligence and Fit Fit. So, what’s the solution? It is time for art and doing new things about how to check out candidates from your company. Here, you will find habits that exceeds continuing and helping you to see talent, reduce the choice, and, eventually, make better rental decisions.

7 new methods for candidates and identify the perfect match

1. Work samples

During the interview, a candidate might be skillful and great to what they do, but how do you know? That is where the use of a work sample or simulation of activities. Start by giving the applicants that put an object that really made them in the passage. For a Copywriter’s position, they can write a short blog post. With the engineer, maybe they can fix the interruption or write a piece of code. This method is one of the most accurate ways to predict how people do the work. Also, don’t forget to make the process attractive. Most of the candidates have already installed, so it would be easier that your company is prominent by providing employment experience.

2. Hiring blindness

Non-unquestional involvement in order to get into the hiring process, even if the employer team has the best intentions. But with blind hiring, you can avoid that. This approach removes personal information such as name, gender, age, age, education origin, and past names from the further rehabilitation and requests. Why? For employers and employers of employment may only focus on the norms of election, experience, and power. This way, you get the opportunity to hire people different backgrounds. Also, it ensures that everyone will be selected and checked for what they can do, not where they go to school or that their last company. To pair this process in conversations and testing will surely help to protect the talent.

3. GAMIFIED test

Traditional exams and discussions can feel boring to both nominees and employers. If you present the imagined exam, however, to find a skills testing method while giving the option is fun. Basically, these are practical problems designed to reveal what elections think, react and solve problems. For example, some platforms use neuroscience rate to measure the features such as attention, risk management, memory, and emotional intelligence. Some provide challenges that help examine understanding skills. Technology roles, there are a written writing platforms, too. This test only can only help in a group of employment; They also formed the first memorable view of election.

4. The culture add negotiations

It is common for hiring management and want to find someone who will be the right kind of culture, meaning that they would be well-compatible with the existing group. But when everyone comes to a certain distance, where is the new one? Treatment Install Conversations A new practice that is a new idea that one will bring to the company instead of being able to access their availability, values. How will you know these? By behavioral questions. Ask times when the elections challenge something, they conface the new environment, or bring a new idea to the group. These questions indicate how one thinks, you achieve different job styles, and work with people from different domains.

5. Peer Choices

Conversations with management and HR Reps are important, but they do not always give you a full picture of what you like to work in the group. However, peer chats can help. This includes hiding potential conversations on a daily basis. This provides understanding of how a child is a powerful group, communication, and manage co-operators. The elections, is the opportunity to ask reliable questions about the group’s culture, responsibility, or potentials may not feel free to ask in the official survey. This method makes the employment process very much because now the group means any elections fits well. When group members feel included in the process, they are more likely to support new employment board.

6. Review of digital portfolio

The digital portfolio provides real capations for election skills, projects, interests, and personality, all that will not be found in their applications. According to the role you hire, you can find digital portfolio in different platforms, such as LinkedIn, GitTub, or even Instagram. There, he doesn’t just look at what they did but how they express it. However, remember sticking to professional platforms or the content of its work. Just because somebody else’s social media is clear that it should mean you should look at their posts to deal with the role. Instead, check the only content relating to their skills, intelligence and love.

7. Break up with negotiations

Divide renewable answers allow candidates to ask a group of important hiring questions. It’s like Q & A at the end of the normal dialogue. During the drop-up discussion, the election is an interviewer, and you get to see their curiosity, priorities, and thinking process. When the voters lead a conversation, you get a sense of what they really have. Did they ask about training, group, compensation and benefits? These questions reveal much, as you can find a feeling of motivating action. At the same time, he shows the election that your company is tended and honors the workers, which form a time. The best part of this is that skilled people often prepare questions, which can be a sign of who really wants the position.

Store

Building a good idea of ​​the choice of the choice is not just making conversations to be fun – it’s about to respect your time and effort. Therefore, employment groups should feel free to try different test strategies, even if they are not fair and develop its results to get practical. The goal is to create a successful and purposeful hiring process for all parties. After all, talented people want to see the effort on the company side, so it doesn’t hurt to get out of your comfort zone.