The Metiss Group's Blog

What if there was a way to know before someone was hired how well they respond to emails, manage timelines, and coordinate meetings? A good selection process can do just that.

Most selection processes include email communications, assessments/tests, and reference checks. Observing how candidates handle those steps and the space between the steps can give hiring managers great insight into the candidate’s ability to handle certain situations.

When hiring managers send emails to candidates (like a core values email screen), they should ask the candidate to respond in a particular way (i.e. “short and to the point” or “as if you were replying to a customer”) and watch how the candidate follows those directions. When hiring managers ask candidates to take assessments or tests, they should ask that they be completed by a set date or ask when the candidate expects to complete the task; then watch to see if the candidate finishes by that date/time. When conducting reference checks, hiring managers want to ask the candidate to arrange the meeting times between the hiring manager and their references to see how well they coordinate the meetings.

A candidate may do very well in their interviews and have all the right skills, but if they don’t follow directions, meet deadlines, and setup meetings well in the interview process, it’s unlikely they will do much better after the job offer.

Empowered hiring managers use a selection process that challenges candidates to perform business basics and experience better hires.

This entry was posted on July 7, 2017 at 1:52 pm and is filed under Leadership, Selection. You can subscribe via RSS 2.0 feed to this post's comments. You can comment below, or link to this permanent URL from your own site.