Recruiting new employees is one of the common ways to increase a company’s productivity and ensure it maintains a competitive edge. However, as soon as job offers are published, they attract a legion of candidates, making it more or less complicated for human resources departments to preselect the best. Fortunately, there are now simple and quick alternatives to achieve this. Learn more about this.
What are the steps to follow for better preselection?
Preselection is the first stage of the entire recruitment process. It involves initially selecting a more or less limited number of the most qualified candidates, who will later be invited to an interview session. To succeed in this phase, there are key steps that every recruiter must follow. The first, which must be carried out well before the publication of the offer, concerns the definition of preselection criteria.
This involves specifying the required qualifications as well as specific skills that each candidate must have. On this subject, you can find out more on this site. The criteria defined in the offer will allow candidates to highlight their qualifications, which will facilitate sorting once the offer is closed.
To optimise preselection, it is possible to add desirable criteria, that is, those that are not mandatory but could give a candidate more chances compared to others. Moreover, the second step consists of establishing an evaluation grid.
Based on the predefined criteria, this grid will allow you to score and rank the applicants on a descending scale. Finally, all that remains is to proceed with the selection. You can select the first 5 or even 10 who will go through an interview according to your staffing needs.
Integrating modern selection tools into the recruitment process
To avoid certain technical problems and correct human capacity deficiencies, it would be wise to add digital tools to the recruitment method implemented. In the first place, you can consider new digital technologies such as artificial intelligence (AI). These tools notably save time and energy.
Indeed, they are capable of studying the files faster and selecting those that seem most interesting. In fact, they make recruitment more qualitative and free of discrimination. However, even if AI technologies prove effective, it is useful to carry out some checks to ensure the relevance of the selection. At the same time, you need to rely on a tool whose reliability is beyond question.
Secondly, you can use platforms specialised in online aptitude assessment. These rely on pre-established tests to judge whether candidates have the ideal profile for the position. The tests offer a formal and objective strategy for evaluating the aspirants’ skills and allow them to be ranked according to their results. To succeed in your recruitment, do not hesitate to consult the list of job boards to find the best talents.
Furthermore, the adoption of online assessment platforms like AssessFirst plays a crucial role in optimising the preselection process of candidates. This solution, thanks to its approach based on artificial intelligence and modern psychology, offers a comprehensive analysis of the candidates’ abilities, skills, and motivations.
By integrating AssessFirst into your recruitment process, you not only ensure the relevance of the selected profiles but also their suitability for the specifics of the position to be filled. Thus, armed with this precise and detailed information, you are able to invite the most promising candidates for an interview, thereby optimising your chances of finding the best talent for your company.
