The task of finding that perfect new hire can be broken down into five simple steps. In the process, you’ll envision the ideal candidate and identify the right qualifications for the job, so that you can quickly find the applicants you need to make a perfect hire.
Step 1: Define position requirements.
Envision the perfect employee for the job by considering the hard and soft skills that pie-in-the-sky candidate would possess. Think about how the new position will fit into the company as a whole, and what the individual will contribute on a daily, weekly, monthly, and yearly basis.
Step 2: Identify the best assessment (standard, job-based, or custom) to match requirements.
Many online testing services provide subject lists that can help you narrow in on the specific skills needed. Job-based tests, from Account Executive to Web Developer, may cover exactly the skills you need, or you may need a more custom solution.
Step 3: Before you interview, vet candidates with an online testing solution that is simple to administer.
Look for flexibility when you choose an online assessment service. A link to the pre-employment test from your job advertisement may be the best option, or you may want to send it to a more select group via email. Being able to upload your own questions is another big plus. This allows you to fully customize the tests to meet your objectives.
Step 4: Pinpoint the most qualified people with the highest scores.
Most online testing services provide reports that allow you to cull through your candidate pool quickly. With the test results at your fingertips, your hiring decisions can be based on objective data, not just subjective interviews.
Step 5: Use valid, defensible data to make your hiring decisions.
The testing service you choose needs to measure the skill level and qualifications of potential candidates objectively. It also needs to adhere to the Equal Employment Opportunity Commission (EEOC) guidelines, as well as Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act of 1967(ADEA) and the Americans with Disabilities Act of 1990 (ADA).
These five simple steps, starting with a cohesive and well-prepared job description and ending with legally defensible testing data, will take you through the hiring process, saving valuable time and resources, on the way to finding your ideal candidate.