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An assessment during the application process? Here's how to make sure it doesn't put you off

In a tight labor market, it is important for employers to proceed properly in the search for talent. In this search, things sometimes go wrong at one of the first steps in the application process. For example, the assessment, a frequently used tool in the application process. When this is communicated in the wrong way, it can scare off potential candidates. As an employer, how can you ensure that you do not discourage applicants by using assessments, and at the same time create clarity about the application process?

What is an assessment?

An assessment consists of various psychological tests that use questions, answers and interviews to show how a candidate reacts in a situation. In other words, it is a kind of personality test. In this article, we will discuss the selection assessment used during the job application process.

4 tips for assessments

Tip 1: Make the assessment relevant and transparent

An assessment should be appropriate to the position for which you are recruiting a candidate. An assessment that is too general or complex can make candidates feel they have to prove themselves on subjects that are not relevant to the job. Make sure the assessment is a good representation of the skills required for the job.

Also, be clear about the purpose of the assessment. Explain why it is part of the application process and how it helps determine if a candidate is right for the role. This lowers the barrier for candidates and shows that the assessment is a means of assessing both their qualities and their FIT within the company.

Tip 2: Prepare candidates well

Candidates do not take an assessment every day so there is a chance they may feel uncertain about it. Therefore, offer clear explanations in advance about what they can expect. This can be done, for example, by briefly explaining the types of tests and the time they will be given for them.

In addition, you may want to offer sample questions or practice assignments so that candidates can prepare properly. This reduces stress and increases the likelihood that you will get an honest evaluation of their true qualities.

Tip 3: Communicate clearly what the application process looks like

Applicants want to know where they stand, so it is important to be clear about what the application process looks like. Provide a clear overview of the application process: from the initial application, through any interviews and the assessment, to the final possible offer.

Tell the candidate what the expected timelines are for each stage and when they can expect an answer. This prevents uncertainty and makes applicants feel seen. Also be sure to provide feedback in the event of a negative outcome of an application.

Tip 4: Stay in touch with candidates

Finally, it is important that you keep in touch with the applicant during the application process. Is the recruiter not present at the assessment? Then get in touch after the interview to see how the candidate experienced it. Give feedback where possible and be open to questions. This is nice for the candidate and increases the likelihood that they will have a positive impression of the organization even if they are not selected.

No assessment, no cover letter, but talent

With an assessment and cover letter, you want to see if an employee is a good fit for the organization and ready for the position. But what if you omitted both of these and asked questions you really want to know the answers to? At paraDIGMA groep , we ask applicants 5 motivational questions beforehand. These questions are tailored to our organizational culture and how candidates react in certain situations. This gives paraDIGMA groep a deeper understanding about the applicant and avoids standard phrases in cover letters that reveal little about the person.

Curious about more insights for the best recruitment? Then read tips from our recruiters via our website.

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