Today’s guest blogger is Amanda Davies, managing director for ISV, a TEAM Service Provider. ISV supports recruiters (in-house and consultants) and HR professionals worldwide with their candidate testing and screening process. ISV, part of Dillistone, is best known for its online testing software, FastPath and the new ISV Online.
Candidate experience – it became a topic of the moment a few years ago and shows no sign of going away. In fact, it could easily form part of Recruiter Buzzword Bingo (along with its friends ‘big data’, ‘war for talent’ and ‘uberisation’). Candidate experience has earned its place, though. It makes perfect sense to think about your candidate’s journey.
How often do you consider…. what does your service look, feel and sound like from the candidate’s point of view?
Break down the journey into different elements and you can really put yourself in the candidate’s place. Where are the highlights or sticking points? How is the registration process? How user-friendly is your website? What recruitment tests have you assigned, if any? Is your candidate suitably prepared?
The assessment part of the journey can cause candidate headaches. It’s all too easy for us, as recruiters, sitting on the other side of the desk, to forget what it’s like to be measured and, possibly, judged. By giving some structure, guidance and top tips to candidates you are giving them a better chance of performing well.
Here are our top tips to give your candidates the best chance of success with recruitment assessments. Feel free to share, download and pass on to your candidate base.
- Allow plenty of time for your test/s; if you are heading into a branch or office – allow plenty of traveling time.
- Remain calm and relaxed so you are clear-headed and can focus.
- Read the introductory instructions at the beginning of the test thoroughly; they will give you a steer on what’s expected and how to answer the questions.
- Ensure you are in a quiet place, free from distractions, before you commence any assessments.
- Read each question carefully before answering.
- Assessments are usually timed; keep an eye on the counter and do not dwell on one question for too long. If you can’t complete it, skip on to the next one.
- Keep in mind the recruitment assessments aren’t out to get you, they are just a snapshot of your skill level.
- Check what software or device you can do your tests on. Some may not be compatible with mobile devices or they might need a plugin downloaded.
- If you want to brush up on core literacy and numeracy skills, try out some word or number based puzzles.
- If you are going for a particular job like accountancy or a clerical role, remind yourself of the software that might be used, for example Sage or Word.
Remember, used correctly, recruitment assessments are a great way of looking at transferable skills and uncovering the best candidates. They are not designed to make the choice of whether your candidate is good or bad, but to help you better understand their capabilities and place them in the right role.