Five Targeted Recruiting Steps to Follow After Searching for Candidates

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The five steps you should follow after searching for candidates are to develop selection criteria, review applications, test skills, interview and onboard new employees. 1. Develop the selection criteria According to the Lumen Learning website, to evaluate candidate fit, managers should create a list of relevant criteria for each position. Some selection criteria you could use are: Essential skills for the position Behaviors or traits that can help candidates perform well in the role If the candidates' values ​​match those of your organization Technical skills Interpersonal skills Lumen Learning also notes that some companies may hire based primarily on attitude, meaning the attitude of their candidates. If the organization believes that training can help candidates improve, their priority is to hire for attitude, not skills. 2. Review the requests Chron notes that there are a few key ways to review applications when screening candidates. First, use common sense when reviewing applications. For example, if you're hiring a sales person and candidates haven't mentioned negotiation in their applications, you might decide not to consider them. Check if your candidates are of legal age (18) to work in your organization.

Next, review your candidates' career paths to see if they have the technical and interpersonal skills you're looking for. A good practice when evaluating resumes is to use skills tests for verification purposes. 3. Skills Testing: How to Use Skills Testing Platforms with Targeted Recruiting Strategies Even if candidates are well qualified for your vacancy, you should use pre-employment assessments provided by skills testing platforms to evaluate your candidates' skills. Skills tests make it easy to compare several well-qualified candidates you've found using targeted recruiting strategies. To use skills testing Brazil Phone Number Data platforms, think about the specific skills you're looking for. Next, choose a set of skills tests relevant to the skills you want to assess and create your skills assessment. For example, if you are hiring a sales representative, some of the skills you would expect your candidates to have are external B2B sales skills, the ability to close sales, and opportunity management skills. To use the Outside Sales (B2B) skills test, send requests to your candidates asking them to complete your skills assessment. Once you have the results, use them to decide which candidates to interview.



Interviews and skills tests: When to evaluate skills and how to interview Interview your candidates with a structured interview and combine this interview technique with skills tests to confirm that your candidates have the skill level you are looking for. Let's say you're hiring a software developer and you need to evaluate their programming skills, which is essential for the position. First, ask the candidate to take a skills test, then take note of their weakest areas (as indicated by the test) and ask interview questions to learn more. Conduct pre-interview skills assessments when evaluating candidates, because tests can provide you with a list of recommended interview questions to help you prepare. But ask all candidates the same specific interview questions as part of a structured interview, including questions about your company culture: Kajal Yadav suggests on LinkedIn that these questions are key to retention 5. Integration and targeted recruitment: How to integrate candidates Focus on onboarding and training new employees after you hire them by following these best practices: Clarify the responsibilities of the position when you send an offer letter.