Qualifying candidates - our first appointment
Discussion
We're recruiting for a sales administrator. This person will manage inbound enquiries, our contractors, put together proposals from templates and generally run the business day to day under my supervision. We've got our first applicants but need to think about how we ensure that they:
have a good standard of English (for the proposals)
are proficient with modern computer systems (i.e. they not near-novices)
are numerate (there will be some requirement to work out pricing)
How can I verify what the tell me?
have a good standard of English (for the proposals)
are proficient with modern computer systems (i.e. they not near-novices)
are numerate (there will be some requirement to work out pricing)
How can I verify what the tell me?
Give them a 2 page proposal with deliberate errors in and ask them to proof read it.
Ask them to write an intro email to a new client to arrange an appointment.
Provide a small spreadsheet with 2 years of sales figures for 20 clients - columns/rows of numbers and ask for some basic reports:
Sum of sales in a year
Average by month
Clients that spent more than 10% than the year before
etc
Ask them to write an intro email to a new client to arrange an appointment.
Provide a small spreadsheet with 2 years of sales figures for 20 clients - columns/rows of numbers and ask for some basic reports:
Sum of sales in a year
Average by month
Clients that spent more than 10% than the year before
etc
I've been through a fair few of these and the most challenging are definitely the ones where you set a timer, and have too many questions to realistically finish the task
I.e 50 % based maths questions in 5 minutes. This way you can easily compare two different candidates [Amoubt attempted - Amount incorrect = Ability], as well as their ability to work under pressure.
I.e 50 % based maths questions in 5 minutes. This way you can easily compare two different candidates [Amoubt attempted - Amount incorrect = Ability], as well as their ability to work under pressure.
Jaska said:
I've been through a fair few of these and the most challenging are definitely the ones where you set a timer, and have too many questions to realistically finish the task
I.e 50 % based maths questions in 5 minutes. This way you can easily compare two different candidates [Amoubt attempted - Amount incorrect = Ability], as well as their ability to work under pressure.
Depends if you want a numerical "quality" comparison or a qualitative "can this person write and would I let them engage with my clients" comparison? Attitude, presentation and manner are hard to teach. I'd rather take a fast learner that has the right attitude.I.e 50 % based maths questions in 5 minutes. This way you can easily compare two different candidates [Amoubt attempted - Amount incorrect = Ability], as well as their ability to work under pressure.
Vaud said:
Jaska said:
I've been through a fair few of these and the most challenging are definitely the ones where you set a timer, and have too many questions to realistically finish the task
I.e 50 % based maths questions in 5 minutes. This way you can easily compare two different candidates [Amoubt attempted - Amount incorrect = Ability], as well as their ability to work under pressure.
Depends if you want a numerical "quality" comparison or a qualitative "can this person write and would I let them engage with my clients" comparison? Attitude, presentation and manner are hard to teach. I'd rather take a fast learner that has the right attitude.I.e 50 % based maths questions in 5 minutes. This way you can easily compare two different candidates [Amoubt attempted - Amount incorrect = Ability], as well as their ability to work under pressure.
The first approach is only relevant if that situation actually occurs in the job. In reality very few jobs require such pressure. Swamping someone with data, against the clock and measuring performance won't identify the best candidate.
There are many Verbal reasoning and Numerical reasoning tests. But remember that raw aptitude must be balanced against communication, empathy, basic common sense and someone that others can work with.
It's a very important question. You have a number of options, including those outlined above. You can also go on past performance (CV and references); you can give them a typical in-tray that you envisage them having; and of course you have a probationary period at your disposal. Short of outsourcing for competency based assessment, I'd look at one or a blend of all of this and the above.
Good luck!
Good luck!
Gargamel said:
Agreed
The first approach is only relevant if that situation actually occurs in the job. In reality very few jobs require such pressure. Swamping someone with data, against the clock and measuring performance won't identify the best candidate.
There are many Verbal reasoning and Numerical reasoning tests. But remember that raw aptitude must be balanced against communication, empathy, basic common sense and someone that others can work with.
I said most challenging, not most correct. Additionally I would never imply that you do not -tell- the candidate the point of the test, i.e. that they will not reach the end, and just get as far as possible.The first approach is only relevant if that situation actually occurs in the job. In reality very few jobs require such pressure. Swamping someone with data, against the clock and measuring performance won't identify the best candidate.
There are many Verbal reasoning and Numerical reasoning tests. But remember that raw aptitude must be balanced against communication, empathy, basic common sense and someone that others can work with.
Just that if you only set 20 questions and 30 minutes, and two candidates get perfect scores, how are you then to compare them? Whereas Candidate A may have completed it in half the time. And it's a good discussion point.
Obviously still have a regular interview to check the majority of those traits to figure out the rest! The OP is asking for specific examples, I'm assuming they know how to host a regular interview in between the aptitude tests.
Jaska said:
I said most challenging, not most correct. Additionally I would never imply that you do not -tell- the candidate the point of the test, i.e. that they will not reach the end, and just get as far as possible.
Just that if you only set 20 questions and 30 minutes, and two candidates get perfect scores, how are you then to compare them? Whereas Candidate A may have completed it in half the time. And it's a good discussion point.
Obviously still have a regular interview to check the majority of those traits to figure out the rest! The OP is asking for specific examples, I'm assuming they know how to host a regular interview in between the aptitude tests.
Fair enough, I am not having a pop. Just that if you only set 20 questions and 30 minutes, and two candidates get perfect scores, how are you then to compare them? Whereas Candidate A may have completed it in half the time. And it's a good discussion point.
Obviously still have a regular interview to check the majority of those traits to figure out the rest! The OP is asking for specific examples, I'm assuming they know how to host a regular interview in between the aptitude tests.
The evidence suggests that such tests can be biased towards some groups of people.
Plus if that situation doesn't ever occur in the actual job, then where is the relevance. after all you might interview someone who has done a very similar role, successfully for the last two years, who scores "average" on such a test.
Where would the OP's current person score ?
The list is endless of flaws in such a hypothetical situation, you may as well ask them to take penalties for the job, if the test doesn't reflect the role.
As you have indicated all the assessment and selection evidence is that a good comptency led interview, with evidence based questions together with a SUITABLE assessment - is the best predictor of future in role performance
OP is asking what is the most suitable assessment, I am suggesting it is one that reflects the knowledge required in the role (be that basic numeracy, written skills or comprehension) - it could equally be time management, presentation, business case or similar....
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