Selection tools recruitment process

You should complete a minimum of two reference checks on each finalist. By checking references, you validate the information you've received and ensure your candidate has the knowledge, skills and personal attributes they've presented. Again, ask open-ended questions and ask for supporting evidence where possible. Alternatively, some employers choose to outsource their reference check process to make sure they receive unbiased honest feedback on the candidate.

This also alleviates the final reference check bottleneck from the hiring process if time isn't available to make the required calls. Using these selection tools combined will provide you with the information you need to make a comprehensive hiring decision.

If you follow these steps, you will minimize the risk of making a poor hiring decision. For a more comprehensive overview of the hiring process - Check out one of our free HR resources below! The list you are here for:. Harver is an AI-powered tool that filters candidates based on their aptitude, cultural fit, soft skills, and ability to think ahead.

This is one of the most sought-after tools because of its customizations for different job descriptions. These include videos, graphical images, games, etc. Interview Mocha is more of an assessment tool to screen for the best talent available. With more than different templates, tests score candidates on aptitude, coding, business skills, finance, and many more.

You can also add customized questions for better results. Vervoe is an AI tool that scores candidates based on their customized tests and related job skills. It uses tests called Talent Trails designed by Industry-experts, making it one of the favorites.

These include skills tests, video interviews, and coding-designed assessments. Industries Most Suitable For: All. Predictive Index scores the candidates through its behavioral, job skills, and cognitive assessments.

One of the principal utilities of this tool is its collaboration with several HR consultants. VidCruiter is a recruitment tool with a host of its products to help you further in your hiring process. The uniqueness of this tool is its well-designed video interview platform with digital and audio interviews. Industries Best Suited For: All. Here is a creative alternative to traditional recruitment tools using proven neuroscience and a strong AI.

These include the ability to handle risk, cognitive skills, behavioral aspects, etc. Another remarkable feature of this tool is its candidate experience. This feature acts as life-saver employee referrals. HireVue is a game-changer in this segment. It designed the first video interview platforms that redefined the field. It is still one of the best of its class with a vast array of assessment tools. The tool uses a reasonably potent combination of traditional and modern methods with games to screen competence.

SparkHire can be addressed as the king of the current video interview platforms. This is because it accompanies a host of different features in scheduling and assessing talent. It also puts together many case studies about human resources, which is helpful as well. Hoops is a tool that combines assessment and engagement in the hiring process. This tool designs a personalized UI that attracts, engages, and filters top performers to the next rounds.

It is one of the best tools because other than attracting talent, it encourages engagement, building long-term commitments. Started in the year , Hackerrank is one of the widely-used recruitment software in the Tech Industry because of its tests regarding developing skills.

Interviews — whilst not always the most reliable, interviews remain the most widely used recruitment and selection tool. Phone interviews and face to face interviews should form some part of your recruitment process. The key to making interviews a success for you is in asking the right questions, keeping the process consistent across all applicants and remaining impartial throughout the process. These assessments are regularly used by recruiters and are available to you, generally at a fee, through any number of recruitment and HR service providers.

Whilst many employers still see these assessments as unnecessary and unreliable in our experience they can be an excellent tool to help hone your interview questions and assess appropriateness for your current team. After you have narrowed down your candidates, you need to pass along their information to your client. Then, your client will interview the candidates. Typically, you should be present during interviews to take notes, ask questions, and give your opinion afterward. The face-to-face interview helps you and your client really get to know the candidates.

You can study their body language and ask more behavioral interview questions. Again, use an interview scorecard to rank candidates and compare them later. Rank candidates on things like experience, education, and skills. A job-fit assessment test helps you and your client determine how the candidate would mesh with the company.

A job-fit test can take anywhere from 30 minutes to one hour. It asks a series of questions candidates must answer honestly. You should also conduct background checks on each candidate. And, you need to check references to verify information and learn more about their character and work ethic. The final stage of the selection process is actually selecting a candidate.

Extend the job offer to the candidate your client wants to hire. The candidate might try to negotiate the salary your client offers. Talk with your client to see whether the requested salary is possible. If the candidate declines the job offer, you will either need to go back to the other top candidates or restart the recruitment and selection process.

What Is the Recruitment and Selection Process?