In today’s blog post, I’m going to share an alternative to face-to-face interviews during your interview process.
My name is Sadaf Shaikh and I have filled over 300 roles in that time. I’ve made many hiring mistakes along the way. Hiring the wrong people or taking too long to hire. And I’ve learned what works and what doesn’t.
According to a recent study, candidates are expecting to receive a response on whether they got the job or not within 2 weeks of their first interview. And on the other side, employers are having as many as 12 interviews in some instances. Clearly there’s a disconnect. On top of that, 3 in 4 employers say they’ve hired the wrong person. We can say that relying so heavily on interviews clearly doesn’t work as well as we think.
The purpose of the interview or assessment stage is to see if the candidate will be able to perform the job and will be a good fit. But if 3 out 4 of us say we made the wrong choice, then interviews aren’t really most effective. I want to introduce you to an alternative to interviews.
Enter: the Assessment
Work assessments are the best indicator of future performance and a perfect add-on to your interview process.
There are several types of assessments:
- Technical knowledge assessments
- Writing assessments
- Verbal assessments
- Case studies
- Language assessments
- Personality assessments
- Pre-interview assessments
Check out the video for a description of each of the assessment types.
My recommendation is to have 2-3 interviews at the very most, and then have employees complete various assessments to get the full picture of what they offer.
Assessments are just one small aspect of the whole recruitment process. I’m pulling back the curtain to reveal my tried and tested recruitment process to hire the right person every time in the free live masterclass. You can register for it here.