For a deep study of the applicants’ competencies, effective methods such as questionnaires, interviews, tests and business case studies are used at this stage:
Questionnaire .
The candidate for the position receives a form with questions to which he must give exhaustive answers. The applicant is asked to fill out the questionnaire. The method is not used independently, it serves as a supplement to other assessment tools.
Interview .
This is a process of oral communication, during usa phone data which important knowledge, professional experience, skills and personal characteristics of the applicant are revealed. The technologies used for selection and assessment of personnel vary based on the conditions and requirements for a particular vacancy:
Video interviews are used in cases where the candidate cannot be present in person or it is not necessary. This format allows identifying such personal qualities of the candidate as confidence, ability to adapt to unusual conditions, stress resistance, etc.
Telephone interviews are generally seen as a secondary tool to eliminate those who do not meet the requirements before the main interview but after reviewing information about them.
Structured interview. This format is distinguished by its strict structure: questions are asked according to a predetermined plan, and the results are assessed based on the results of the conversation. During such an interview, professional skills and motivation levels are analyzed. The candidate's expectations regarding working conditions, the team, and salary are also revealed.
Competency interviews focus on assessing professional skills through the analysis of the applicant's previous experience. This helps predict how the candidate will act in new work conditions. The technique also makes it possible to identify spontaneous reactions of a person to the questions asked.
Interview
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A personal interview is aimed at analyzing the key personal characteristics of a candidate for a vacant position that are necessary for the effective performance of professional duties. For example, self-esteem, communication skills, the ability to cope with several tasks at the same time, etc. Often, the applicant is asked questions about hobbies, which allows you to evaluate his interests and reveal personal qualities that can affect work performance.
Business interviews are used to select top managers and executives. The task here is to evaluate the candidate's strategic thinking, specific leadership and management qualities, and their level of knowledge of business processes.
Projective interview. The candidate is asked to evaluate the actions and behavior of fictitious specialists in the context of solving work problems. The technique is based on the assumption that when analyzing the behavior and thinking of others, people tend to project their own experience. Questions are asked in such a way that the candidate does not have the opportunity to give answers that correspond to social standards or expectations.
Group interview is a special method of selecting and evaluating candidates. Several candidates are placed in one space, where they must show their best. This type of interview can be classified as a stress interview: candidates for the position demonstrate their skills in a competitive environment.
Testing .
The candidate is assessed based on his/her answers to questions from specially designed questionnaires. There are a huge number of options from several main categories:
The pre-test is a special modification. It covers all the questions needed for a comprehensive overall assessment of the applicant.
Tests for specialized skills and abilities. They help assess the candidate's professional competencies.
Personality tests. Help identify the character traits of a job applicant that contribute to the effective performance of work tasks.
Cognitive ability tests. Aimed at assessing the level of learning ability, the ability to adapt to the environment, the ability to think analytically and make decisions.
Situational judgment testing. The technique allows you to analyze how the applicant solves problems and reacts to certain conditions in the work context.