The conditions of a market economy impose quite strict requirements on companies, given competitiveness, efficiency improvement, use of innovative forms and ways of management, as well as modern methods of personnel selection. The identification of the most qualified candidates is a priority for each manager since that will be a specialist who will perform one or more tasks of different levels of difficulty.

However, some managers have a hard time finding the right candidate. The thing is that at the first meeting with a candidate, it is difficult to understand the person ahead. So employers should consider many factors that help determine the level of suitability of candidates for the vacancy. In this article, you will learn about the most important ones. Have a pleasant reading!

Best methods for evaluating candidates

The process of finding and engaging professionals in the labor market who hold the necessary experience, knowledge, and qualifications is the basis for any recruitment. Each recruiter should have a system for evaluating candidates for open positions. The type of human resources and quality of work of future employees depends on the correctness and efficiency of this system.

Successful personnel selection contributes to the company’s profitability and productivity. In turn, the assessment of the professionalism of future employees is the main part of personnel selection.

Traditional methods of candidate evaluation

Traditional approaches were used by recruiters in the last century. Generally, they do not involve any innovative technologies and can be implemented without them. Although they are old, they are also proven and effective:

1. That is familiarization with the information that the applicant has given about them, including skills, education levels, and work experience.
2. That is the procedure for conducting a written survey using pre-prepared forms.
3. This is perhaps the most common method of evaluating candidates. Recruiters conduct interviews with all applicants with whom the employer is interested. Interviews can be of different types, such as structured and case interviews. The first one determines the veracity of the information in the resume and the second one helps to learn what decision the applicant will take in the particular working circumstances.

Advanced methods

Among the more innovative approaches are those that have become popular in recent years. Recruiters can use them optionally:

1. Linguistic analysis of speech. The staff selection specialist can understand the candidate’s thinking characteristics and their motivation or preference.
2. The science of personality types can help a recruiter as well. That is a classification of sixteen personality types with their description. In recruitment, it implies the socionic typing of a candidate.
3. Brainteaser interview. The candidate must give an answer to a complicated question or solve a logical problem. The recruiter’s goal is to understand how analytical and creative a candidate can be.

To make recruiting easier and less expensive, specialists can use innovative technologies, such as AI recruitment tools. These assistants can perform the initial selection of candidates, conduct video interviews, and thereby significantly save the recruiter time.

Conclusion

A whole range of various methods aimed at comprehensive assessment of candidates can be used by the hiring specialist. There are a variety of methods for evaluating candidates for vacant positions. Experts are convinced that the recruiter should use several evaluation methods in combination to obtain a qualitative and reliable assessment of the candidate. This is what will help them to evaluate the applicant comprehensively and make the correct decision about hiring.