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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