When you invite a candidate to interview, or assessment centre what information do you give them in an advance and how are they preparing for the meeting? What lengths would you expect them to go to, to ensure that they shine on the day?
I have always believed that candidates should have a good idea as to what they will be facing on the day – the competencies that they will be asked and the types of exercises that will being used on the day. I have spent many years (literally!) briefing candidates, and ensuring that if I have had multiple candidates up for the same job that they have all received the same information. I want candidates to have the best opportunity to shine during the assessment and be given the opportunity to demonstrate their key skills and abilities for the role.
I have recently been involved in a large recruitment campaign for a new team of people. Over a six month period the organisation is taking on in excess of 600 people, within a whole new department.
Whilst this has been a really exciting project to be involved with handling these numbers of candidates through the process there has created new challenges in terms of the ways and type of information candidates are getting in preparation. Websites and forums have been set up with already successful candidates briefing and coaching candidates with imminent assessment dates who in turn are briefing, discussing and encouraging candidates who have been invited to the first stage interview. On-line there are available all the questions and competencies that are being asked at first stage and assessment centre with long discussions on key words to use and the best scenarios to use to demonstrate competencies.
How as recruiters are we meant to find our way through these perfectly prepared answers to find the candidates that are competent to do the roles? What about the candidates who haven’t been part of these forums – where are they on the level playing field?
Should we, as recruiting managers be briefing candidates with not just the competencies that we are assessing, but with the questions we will be asking too? This ensures fairness for all. If we can get this out of the way what should we use the time when we meet candidates for? Should a greater space be made for previous experience, team fit and interpersonnel skills within the recruitment process?
To ensure that you are employing the right candidates please visit Emerald Starfish. Emerald Starfish is a Recruitment and Training consultancy specialising in working with companies to improve their recruitment processes, enabling them to make better recruitment decisions, increasing long term retention and reducing recruitment costs.