The candidate ranking system is based on evidence, not emotions. Here's how the team can accurately score and assess candidates to find the right fit.
- You can be confident…that if a person has the basic skills,…has a track record of comparable results, is still growing,…has been recognize for achieving superior results,…and is a cultural fit,…the candidate is likely to be a finalist.…But unless the candidate…finds the work intrinsically motivated…and sees the job as a career move, success is unlikely.…However, making the correct assessment…on each of these factors…requires the formal sharing of evidence…and getting everyone on the interviewing team…to agree on each of these factors.…
If there is too wide a difference on any of the factors,…it indicates there's too much emotion, gut feelings,…or intuition clouding the assessment.…In this case, no decision is better than a bad decision…and it's better to get more information before deciding.…To make the ranking for each of the seven factors,…I suggest using this one to five scale.…A level one means the person…barely meets the minimum criteria.…A level two means the person meets the basic criteria…but would need extra coaching, support or training…
- Describe the “raising the talent bar” strategy for hiring the right people.
- Identify who is in the talent market.
- Summarize ways to eliminate barriers to entry.
- Explain how to create a candidate experience.
- Recall how to conduct the work history review.
- Identify the thinking and planning skills needed to find the right candidate.
- Explain how to accurately assess a candidate.