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The recruitment process has significantly evolved during the pandemic – and even as companies return to offices, carrying out some or all of the process remotely is expected to be part of the ‘new normal’ for many organisations. This does not just refer to conducting job interviews, which have been held on video conferencing technology whilst social distancing regulations have been in place, but also the assessment and testing of candidates.
Here, we will look at the best ways to assess candidates remotely to ensure you are hiring the talent you need to drive your business forward.
A balanced scorecard approach to a candidate assessment offers a structured model to review your top candidates with. How does it work? Base your analysis on four to six of the core competencies you are searching for in an ideal candidate and use the findings from your interview to compare the applicants. Once you have defined the essential skills, use these competencies as the key categories for your assessment. Then based on a candidate’s CV and interview, list the skills, experiences, working examples and personal characteristics that the candidate possesses which fall under each of those categories.
For example, if one of the key competencies listed is ‘develop a change management plan’, you might list experience such as internal and external communication, stakeholder engagement, strategic planning, adaptable, innovative and/or professional along with relevant past roles and examples discussed in the interview.
At Michael Page, we believe it is important to start a remote interview process with a definitive list of core skills, and to help navigate this we created a guide on how to run your recruitment processes remotely. Soft skills, in particular, can be quite broad, so if you do not prepare properly, you risk conducting an interview with too many in mind and without a clear priority. In that situation, it can be difficult to discount a soft skill, so prioritising is key.
If you adopt this method correctly, you will have a snapshot of each of your top candidate’s skills and capabilities that match your defined core list of skills for the role.
This is valuable for a number of reasons:
Let’s take a look at the key skills you should be seeking from a candidate within communication, change management, presentation and campaign planning.
The secret to successful remote assessment and testing - Balanced Score Card Embed Image
Soft skills will change depending on circumstance, because many roles across sectors will have different requirements. Yet, the table provides a useful overview of what is required.
Often during the remote interview process, further testing is required to confirm the skills and level of competency that a candidate has in a particular area. There are tests that can assess both soft skills and hard skills, but ultimately this will depend on the role that is being recruited.
Live virtual tours of manufacturing facilities and the wider offices can be conducted via a tablet or a mobile phone using popular applications like Skype, Microsoft Teams, and Zoom etc. The way it would work is that the presenter stops at certain points during the tour to speak to employees, which allows the candidates to watch and comment on the operation in real-time and interact. The recruiters are expected to observe the candidates through the questions they ask, regarding what they see and how they would deal with certain situations.
The tests that you can implement when looking to assess technical ability will vary depending on the actual role and the skills that need to be demonstrated. However, experience can play a big part.
While there is generally no right or wrong time to test a candidate, the process must be streamlined and ensure that any testing doesn’t delay it. Where strong communication skills are essential for a role, but a candidate has scored low, you could shape questions around these skills in the interview. However, personality profiling should not be used in isolation - rather as a guide.