Top 10 most effective candidate selection tools

[vc_row][vc_column column_width_percent="100" gutter_size="3" back_color="color-717908" overlay_alpha="50" radius="sm" shift_x="0" shift_y="0" shift_y_down="0" z_index="0" medium_width="0" mobile_width="0" sticky="yes" width="3/12" uncode_shortcode_id="182073" back_color_type="uncode-palette"][vc_custom_heading heading_semantic="p" text_size="fontsize-180572" text_weight="500" text_height="fontheight-179065" uncode_shortcode_id="200491"]Summary :1. Recruitment tests2. Applications for choosing your candidate3. How to choose the right candidate selection tool?[/vc_custom_heading][/vc_column][vc_column column_width_use_pixel="yes" gutter_size="3" overlay_alpha="50" shift_x="0" shift_y="0" shift_y_down="0" z_index="0" medium_width="0" mobile_width="0" width="8/12" column_width_pixel="800" uncode_shortcode_id="618477"][vc_empty_space empty_h="2"][vc_column_text uncode_shortcode_id="169717"]A good recruitment process must be based on candidate selection tools. These solutions greatly simplify the hiring process. In this way, recruiters can concentrate on the most important aspect of the procedure: the human factor. In so doing, they will be able to find the rare pearl among job applicants and improve the organization's performance.However, there are many different ways of selecting candidates. So it's important to choose the most essential tools. Among the panoply of existing candidate selection tools, there are ten that cannot be ignored.

Recruitment tests

Recruiting the wrong candidate can be costly for a company. To avoid this kind of mistake, you need to use recruitment tests. These assessments help to improve the recruitment process and select the best possible profile. There are several tools used to select candidates during a job test. In addition to a candidate selection application, recruitment tests are another example.

1. The logic test

When it comes to hiring, the logic test for recruitment can be used to assess a candidate's reasoning skills. It's an assessment that can be very useful in testing future employees applying for a position. This candidate selection tool is often indicated for jobs requiring situational analysis and decision-making skills.There are several psychotechnical logic tests, such as :

• Intruder test: this is a test where you have to analyze several groups of elements (series of numbers, letters, etc.), find what they have in common and isolate the elements that are different from the others;
• Spatial reasoning test: This test assesses the creative, memorization and visualization skills of talented people, using a variety of two- and three-dimensional images and shapes;
• Inductive logic test: this means of selecting candidates involves solving problems despite having unknown information. The aim is to gauge the applicant's ability to work flexibly with this type of information. Intelligence and creativity are the skills assessed in this type of test;
• Domino test: here the candidate is asked to determine the sequence of a series of dominoes presented to him/her. Sequences can be presented in various forms.

2. Gamification of recruitment

Recruitment gamification or "recrutainment" involves using games and role-playing to recruit candidates. This innovative technique transposes the operating principles of a game into a recruitment process, in order to analyze the behavior of potential employees. In addition, this candidate selection tool helps to reduce the stress usually experienced by candidates during job interviews. It also helps to improve the employer brand, i.e. the image that a company conveys in terms of its attractiveness to human resources. Gamification tests such as fun tests, escapade games or serious games are therefore excellent tools for selecting candidates.

3. The quiz or personality test

As mentioned in our article Quiz and personality test: how they work, this type of candidate selection tool enables us to analyze an applicant's values. It provides information on their relationship with others and their soft skills (curiosity, autonomy, active listening, positive attitude, responsibility, integrity, etc.). This type of test allows us to get to know the true nature of a future employee. It is a decision-making tool in the event of a tie between two or more candidates with equal skills and professional experience. The results of these tests can also be used to create teams that can cooperate more effectively.What's more, creating a personality test makes the recruiter's job easier. It is no longer necessary to have a PHD in behavioral studies or to be a psychologist to select the right profile. This evaluation enables us to assess 20 personality traits, identify 15 predictive behaviors and 8 points of vigilance (potentially counter-productive behavioral tendencies). It also helps identify areas for development.

4. Predictive recruitment

Predictive recruitment involves using algorithms capable of exploiting and processing various data to automate and optimize the pre-selection of candidates. To do this, they rely on pre-established models capable of finding talent. The latter must have the best success scores for a given position, and a high probability of staying as long as possible. In-depth data collection is therefore a prerequisite for this candidate selection tool. Among the information to be gathered, soft skills play a very important role. Indeed, an organization no longer hires simply to reduce a team's workload. It also hires to ensure that its employees complement each other. Given the importance of human resources for companies, predictive recruitment softskills can increase the ROI (return on investment) of this department. This is all the more true when you consider how difficult it is for organizations to find and retain the best talent. The use of soft skills reduces turnover and optimizes employee performance. In fact, predictive recruitment reconciles soft skills and HR ROI, and thus contributes to company growth. Still wondering why you should rely on soft skills for your recruitment? Well, they put people back at the heart of the recruitment process. At the same time, they enrich a company's human capital and help to improve its performance. Introducing soft skills into recruitment criteria is essential, given their major role in the hiring process. Indeed, soft skills strengthen the internal cohesion of teams, enabling them to achieve corporate objectives more effectively. What's more, softskills enable you to integrate flexible people into your company, capable of adapting to future changes in the working environment.

5. Recruitment AI

Artificial Intelligence (AI) in the field of recruitment enables us to process tens, even thousands of applications objectively and efficiently. Want to know how AI works in recruitment? This form of intelligence uses a specific algorithm. The latter can solve problems based on input data. Algorithms have processing capacities far superior to those of the human brain. Thanks to the use of "nested logic", before launching a mission, AI determines the conditions for commitment and success in a given context. In this way, it defines the skills needed to succeed and be hired for a job. One of the most promising branches of Artificial Intelligence is Machine Learning. In recruitment, the aim of Machine Learning is to teach machines to learn from information collected during previous recruitment processes. In this way, they progress by developing automatisms without needing to be programmed. As a recruiter, you may be wondering how to assess the potential of your candidates when it comes to recruitment tests. The candidate selection tools described above should help you answer this question.However, there are other forms of tools that can help companies in their search for qualified employees. One example is a candidate selection application.

Applications for choosing your candidate

How to choose the right talent assessment solution? Before answering this question, let's take a look at applications dedicated to hiring. These ATS (Applicant Tracking System) or HRIS (Human Resources Information System) software applications help to find candidates. These are solutions for managing job applications and tracking the candidate's progress. They operate from the moment a candidate responds to an advertisement through to final hiring. These include DigitalRecruiters, Beehire, Beetween, Foederis and LinkedIn Recruiter. If you'd like to find out more, take a look at this comprehensive article onATS in recruitment.

6. DigitalRecruiters

ATS DigitalRecruiters is a candidate selection application that has been around since 2015. This candidate selection tool operates in SaaS mode, and is therefore quick and easy to get to grips with. This software suite meets the needs of every function (General Manager, HR Director, etc.) in the company. DigitalRecruiters also helps to develop an attractive corporate image, shorten the recruitment process and improve profitability. It is aimed at all types of company, regardless of size or sector of activity.

7. Beehire

Beehire is a simple, intuitive recruitment software that helps recruiters digitalize the recruitment process. With this candidate selection tool, recruiters have over sixty functions at their disposal to manage their entire recruitment process. Among other options, Beehire manages the collection of candidates and their automatic pre-qualification according to the criteria you define. With this candidate selection application, you can also carry out a variety of actions: enhance your employer brand with a career page, propose attractive job offers or videos presenting your vacancies.

8. Beetween

Beetween is a digital recruitment software solution for HR professionals. Thanks to this solution, recruiters can focus more on candidates, and put people back at the heart of their hiring strategy. This candidate selection tool has been developed for HR departments of companies of all sizes, as well as for recruitment agencies.

9. TalentView

TalentView is a specialized HR marketing ATS designed to save recruiters time on a daily basis.Recruiters have access to all their applications on a single platform, and save time at every stage of the recruitment process thanks to the automation of simple, recurring tasks and the collaborative use of the platform.TalentView also promotes employer branding with a customizable candidate tunnel, in which the candidate can leave a short video presentation, very useful for the recruiter at the pre-qualification stage.

10. LinkedIn Recruiter

LinkedIn Recruiter is also a candidate selection application. Available on IOS and Android, it helps recruiters access over 740 million professional users of the LinkedIn professional social network. It integrates several candidate selection tools to increase the efficiency of the recruitment process. This software helps you to contact several candidates, both via messaging templates and group mailings. LinkedIn Recruiter also facilitates the sharing of candidate profiles within the recruitment team. It also tracks discussions and contacts with candidates, so that no step is missed. In practice, it is virtually impossible to use all the above-mentioned candidate selection tools simultaneously. Ideally, you need to make the right choice of tools, depending on your needs and requirements.

How do you choose the right candidate selection tool?

There are several steps to choosing the right candidate evaluation solution.

Defining HR objectives

The first step in the HR department's choice of hiring solutions is to clearly define its objectives. Is it to recruit talent or to improve employee development? Is it to identify internal potential, or to monitor specific HR indicators? These are all questions that need to be answered in order to define clear objectives.

Assessment

Once HR has formulated its objectives, it uses assessments. These take a variety of forms: personality tests, motivation tests, reasoning tests, and so on. These assessments are used to select candidates and assist decision-making. They show whether a talent or an employee has the qualities and motivation required for the position to be filled. Digital assessments that evaluate soft skills are the most popular.

Validation of candidate and employee experience

In order to validate the candidate and employee experience in relation to the various tests, it is important to ensure that future employees and collaborators fully understand the assessments.To facilitate the choice of a candidate selection tool, it is also possible to benchmark user reviews or candidates' experiences of this tool (on Google, LinkedIn and others).

Integration with ATS or HRIS and testing of the chosen solution

When choosing a candidate selection tool, it's also important to check whether the solution is already integrated with your ATS or HRIS. If it isn't, you'll need to find the integration process. To assess the effectiveness of the chosen solution, it's essential to have an idea of how it works, particularly from the recruiter's point of view. This involves initiating the final phase in the choice of candidate selection tools, which is to carry out a test on the selected solution. [/vc_column_text][vc_row_inner row_inner_height_percent="0" overlay_alpha="50" gutter_size="3" shift_y="0" z_index="0" limit_content=""][vc_column_inner width="1/1"][vc_button button_color="accent" radius="btn-circle" outline="yes" border_width="0" display="inline" css_animation="zoom-in" animation_speed="800" link="url:https%3A%2F%2Fwww.assessfirst.com%2Fen%2Fbook-a-demo%2F|title:Book%20a%20guided%20tour%20of%20AssessFirst|target:%20_blank|"]Book a product tour[/vc_button][vc_button button_color="accent" radius="btn-circle" border_width="0" display="inline" css_animation="zoom-in" link="url:https%3A%2F%2Fapp.assessfirst.com%2Fregister%2Fstart%3Futm_source%3Dwebsite%26utm_medium%3Dblog%26utm_content%3D10-effective-candidate-selection-tools|title:Try%20out%20AssessFirst%20for%20free%20for%2014%20days|" button_color_type="uncode-palette" uncode_shortcode_id="235765"]Try it for free for 14 days.[/vc_button][/vc_column_inner][/vc_row_inner][/vc_column][vc_column width="1/12"][/vc_column][/vc_row][vc_row][vc_column column_width_use_pixel="yes" gutter_size="3" overlay_alpha="50" shift_x="0" shift_y="0" shift_y_down="0" z_index="0" medium_width="0" mobile_width="0" width="1/1" column_width_pixel="1200"][vc_empty_space empty_h="2"][uncode_index el_id="index-983816" loop="size:3|order_by:date|post_type:post|taxonomy_count:10" auto_query="yes" auto_query_type="related" screen_lg="1000" screen_md="600" screen_sm="480" gutter_size="3" post_items="media|featured|onpost|original,title,author|sm_size|hide_qualification" single_overlay_opacity="50" single_padding="2" single_title_dimension="h5" single_title_height="fontheight-179065"][/vc_column][/vc_row]