keeping the selection process short
A lengthy recruiting process could result in losing candidates. The proportion of roles that require testing has increased, leading to a lengthening of recruitment processes, which candidates find off-putting.
Once the decision has been taken to use tests – and they may not always be appropriate – certain issues have to be considered if you are to get value for money:
• openness – candidates should be aware tests will take place and informed of the arrangements in advance
• feedback – should always be given unless there are good reasons for not doing so; candidates should also be informed of the arrangements for giving feedback
• confidentiality – only people who need to know should have access to the results and candidates should be told who will have access to their results.
Candidates with a disability might also need special adjustments to the tests. For example, people with dyslexia might need extra time to complete written tests.
Keeping the recruitment process short:
• be 100% clear – lack of clarity about the role can make it harder to select the best candidate and lead to confusion among decision-makers
• prioritise recruitment – avoid running the process through popular holiday periods or when other business pressures will overtake it, such as year end
• keep shortlists short – make sure you have filtered the list of candidates, which will help you focus on only key potential candidates in latter stages.
• manage candidates’ expectations – set out your schedule so candidates know where they stand and don’t get disillusioned by a lengthy wait.
• provide feedback – be communicative, so candidates don’t make an assumption that you’ve lost interest if you actually consider them to be a contender.
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