The Do’s and Don’ts of Hiring and Testing Job Applicants

When hiring for an open position, recruiters need to make sure to find the best possible candidates. Employers need to utilize the best strategies and hiring practices to ensure that not only will they make smart hiring decisions but also make everything easier and smoother for everyone. Below, we have a list of do's and don'ts when it comes to hiring applicants.

The Do's

There are some things that you need to make sure you do when hiring an applicant. These things are almost non-negotiable and will also impact your hiring reputation as a company.

1. Prioritize Skill Over Experience

A person's skill set will always be more important than previous experience.  Years of work experience will not matter if their skill is only average or mediocre. It is always best to see their skills and how they perform on tests you conduct versus the number of years they place in their resumes.

2. Use Relevant Tests

There are many different kinds of tests that you can use when hiring an applicant. The most common type of test is a computer-based assessment, as it is typically quick and easy to administer.

Depending on the role that you are hiring for, you may conduct several types of assessments or as little as one. The assessments may also vary from personality tests to technical situation tests. Just make sure that all tests will show valuable results in the position that you are hiring for.

3. Remove All Biases

This is one of the biggest hiring mistakes that companies make. When reviewing applicants for a job, there are a few biases that employers have. Some of these biases include gender, race, and disability. Employers will have to make sure that they do not discriminate in any way and make sure that they review applicants based on their skills and ability to do the job.

The Don'ts

Now that you are aware of what you should be doing for a job, below are some things you need to avoid. These things will not only ruin your hiring process, but they could turn away candidates, and even impact your reputation negatively.

1. Don't Ghost Unsuccessful Applicants

If you find some candidates who did not pass early on, you will need to let them know. At the end of their application period, you may have promised them something along the lines of "You will hear from us soon," and you need to follow up on that.

Although it can be difficult to break bad news, it is still better than not letting them know at all. Candidates will always appreciate knowing as to waiting around wondering what happened.

2. Don't Make It a Bad Experience

A lot of the qualities of a bad hiring experience are tiring or even frustrating. This can include having to fill out hundreds of forms and having to go through long and extensive background checks.

You will not want to make it a bad experience for your applicants, who are trying to help you find the best match for the position. The best thing to do is to make sure that your hiring process is transparent and makes sense to everyone. You will also want to make it a point to contact your applicants regularly until you make a final decision.

Conclusion

There are a lot of different ways to interview applicants, and you can find the best way to work for your company. This can include anything from simple phone interviews or short chats, or even in-person interviews. Remember that your hiring experience is a two-way street. You want to make it as easy as possible for your applicants, and also make sure that it will be an ongoing partnership that is easy and fruitful.

If you want to conduct a pre-employment assessment test, you can do so with Kandio. At Kandio we prevent biased screening and make sure you get the right employees for the job. Use Kandio for your hiring process today.