While recruiting a candidate a recruiter should not only think about how they recruit but they should also think about different approaches when evaluating a candidates performance. They should also determine that whether the candidate is worthwhile or not and the offer is appropriate and competitive.
Following are some prehiring tipsto determine the competency of the candidate:
Get the candidate information beforehand: Whether the candidate is fresher or experienced, it is bit difficult to tell that candidate should be hired or not. But having information about the candidate beforehand my get turn out to be handy to the recruiter.
Communication skills v/s core domain skills: Strong communication skills play key role in hiring a candidate but competence, performance, expertise, professional reliability, etc. are important things in determining a candidates efficiency. Lets decide the candidature of a candidate based on the above two points.
Competence and professional reliability: If the candidate is up to date with the recent and past events that shows that candidate is desirable and able to meet the future industry expectations. Despite of this most of the candidates not interest to collect much information about the company where they are working or going to work.
Check candidates work experience for future on the past work experience: However a resume gives snapshot of a candidates academic experience, real time experiences but it will not give an exposure that candidates skills remain in long term or not.So, it should be noticed that the candidate should demonstrate a high degree of emotional intelligence or not. It will provide a long term commitment on candidates ongoing learning and development. If a candidate has raised a rigid salary expectation then need not pull it through. So follow above guidelines to assess the candidates performance before hiring to make sure that the worthy of the candidates.
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