To assess talent can be tricky, especially while you are hiring remotely. Securing the best talent available is vital to the future of a business. To start hiring the talent for business needs, processes now have become online. Some businesses have started hiring remotely all their talents entirely, if they have not already. Hence, this means running a recruitment process entirely remotely is the new normal.
It is important to note that top talent will be in high demand, and with the financial implications evident for many, no business large or small, can afford to lose out on acquiring standout candidates during a recruitment process.
Here’s our simple approaches to assess talent during a recruitment process and hiring remotely,
Structure The Interview
When taking part in an interview, candidates expect that the interviewer is prepared and conducts the interview in a professional manner. Top candidates like to feel as though their potential employer is equally prepared and taking the interview process seriously. In the current competitive market, it is important to ensure that the candidate is bought into the process. Even though we have shifted from a candidate-led market to a client-led one, failure to do this could result in the loss of a strong candidate to a competitor.
Learn More : How Video Conferencing is Different from Face-To-Face Communication?
Define The Skills Key for Success
Before you can begin, it is important to define the key skills that are essential for the role. What are you looking for? Is it someone who is great at communicating with and persuading others? Or someone who is fast thinking and innovative, to develop new approaches to the way your team works?
Here are five key competencies that can be assessed to form a complete picture of a talent’s abilities,
- Interpersonal Competencies
- Motivational Competencies
- Individual Competencies
- Managerial Competencies
- Analytical Competencies
These are important to consider when looking at hard skills as when combined with the specific technical abilities of a candidate, the above areas will demonstrate to what level a candidate will perform. Are they proactive in their approach to core responsibilities, or are they able to lead a team and therefore likely to progress within your business.
Assess Soft Skills Talent – Interpersonal and Motivational
Assessing a talent’s soft skills or transferable skills are key to any recruitment process. These determine how well they will work with others. The level of influence they will hold when dealing with internal and external stakeholders; and their ability to overcome challenges. There are countless soft skills that an individual may possess, many of which are very difficult to assess.
Read Past Their Response – Individual
Assessing soft skills is less about the responses you receive and more about the way in which candidates handle the questions. For example, on a video call, the demeanor of the candidate, and the way they shape and present their answers, all paint a picture of an individual’s character. Their overall approach to the interview can tell you a lot about their personality and can also indicate their attitude towards potential tasks in a working environment.
Assess Technical Skills – Analytical and Managerial
Technical skills are often much more straightforward to assess when compared to soft skills. The key, again, is to ensure that you have clearly defined the skills you need within your team. What technical capabilities should a candidate have and at what level should they be able to demonstrate these skills.
Competency-based questions are essential here. Shape your questions around the core technical abilities using the STAR method and focus on the key competency areas. Be sure to ask for specific details on results and for any figures supporting their examples. If a talent can demonstrate clear, specific examples of when they have fulfilled similar tasks, then that is a good starting point.
Last of All
A well-structured question and answer approach to assess talent’s various competencies, skills, testing plays a big role. While the tasks that you set will depend on the role that you are advertising, these are the few simple approaches that can be set to assess talent while hiring remotely.
With your offline recruitment experience, online recruiters are well-placed to advise on how to run a streamlined, effective interview process. To help equip your business with the right talent and team, hiring remotely is uniquely positioned to help find the right people to drive your business objectives. If you are looking for a new opportunity to develop your business, now there is a world of talents at your hands.
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