If you have two candidates both are around 22 years old, one has a degree and another doesn’t. First, they might not have many working experiences at the same time so you can’t easily ask questions like “What have you achieved?” or “How did you complete such a big project?“ to verify their working abilities. One thing you can do is to research the college of the one who has a degree, and assess if his/her major is competitive in the specific area. However, this approach is unfair to the other one who does’t have a degree. That’s why more and more companies choose a skill-based hiring process. Additionally, I imagine three other criteria that companies can use when recruiting and selecting candidates.
1. Short-Term Contract:
In the NBA, if there are too many injured players on your roster, you can sign a short-term contract with a player. This player will put in a lot of effort to prove he can survive in the league and contribute his skills to the team. In some cases, they may sign a long-term contract before next season. It’s a win-win situation for both the player and the team. Organizations and companies can utilize this approach when facing a dilemma between two candidates. Aggressively, a hiring manager may offer two short-term contracts and then promise that one of them will earn the official offer. One thing to be cautious of is that everything you do must be legal under the Labor Standards Act.
2. Demonstrating Real situations:
Some skills can’t be measured by standard qualifications or tests. For instance, it’s really hard to assess one’s sales skills. Therefore, there are behavioral tests in specific recruiting processes. Some companies give candidates a demo solutions and then let them sell it to the hiring manager. It doesn’t matter how much you realize this solution’s advantage, and the most important thing is how you introduce and make clients feel confident to you and the services your company offers. Moreover, how you react to questions you are not sure about during a pitch will determine if you are a good salesperson or not.
Some skills can’t be measured by standard qualifications or tests. For instance, it’s really hard to assess one’s sales skills. Therefore, there are behavioral tests in specific recruiting processes. Some companies give candidates a demo solutions and then let them sell it to the hiring manager. It doesn’t matter how much you realize this solution’s advantage, and the most important thing is how you introduce and make clients feel confident to you and the services your company offers. Moreover, how you react to questions you are not sure about during a pitch will determine if you are a good salesperson or not.
3. The Critical Thinking test:
If you own a startup company, you don’t need a person who operates daily tasks but a talent who can bring new inspiration and critical ideas. Start by sharing some background information about your vision and encourage the candidates to ask you questions. In this approach, some will ask out the key issues worth resolving and some will show their whole research of the field by their questions. Sometimes, those who can ask the right questions are the ones who will provide the right solutions and they must be the suitable employees you need.
If you own a startup company, you don’t need a person who operates daily tasks but a talent who can bring new inspiration and critical ideas. Start by sharing some background information about your vision and encourage the candidates to ask you questions. In this approach, some will ask out the key issues worth resolving and some will show their whole research of the field by their questions. Sometimes, those who can ask the right questions are the ones who will provide the right solutions and they must be the suitable employees you need.
These three approaches help employers have different angles to find a better talents your organization needs.
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