Wie können Sie Bewerber effektiver bewerten?

What problem/s are they coming into solve? How will they align with the team? What kind of personality do we need in this role to drive us forward? What are the must-have skill sets in the nice to have skill sets for this role? If there are multiple people involved in the interview process ensure that you have touch points or a debrief to gather consensus on the candidates. Then after assessing fit based on their technical capability or skill set, then gauge personality, culture fit, team fit, and how it’s all going to come together. I personally love using a scoring system as I’m interviewing candidates because it helps me gather my thoughts on the candidates and how I felt about them after our chat.

Para realizar uma avaliação fidedigna é crucial definir os critérios a serem avaliados, alinhar com o requisitante o que deseja, prazo e detalhes da oportunidade, dessa forma o recrutador terá o parâmetro para iniciar o processo.

I think it best here to add, remember, it’s 2023 and social media has absolutely become an immersive part of all of our lives. More and more of my clients are using social media as a way to assess candidates, and who they are and adding it as a layer of evaluation. Right or wrong, it’s happening. Yes, different measurements across text and talk so that you can assess multiple communication styles.

Para quem trabalha com contratações é importante acompanhar as tendências do mercado, aprimorar o conhecimento e conhecer as ferramentas para ter mais assertividade, dessa forma ampliando seu conhecimento conseguirá os melhores talentos para a corporação.

Acredito que na rotina diária de vagas é importante ter um padrão para controle, entender a lógica do negócio e utilizar técnicas que nos permite mensurar processos de forma eficaz.

Todo processo pode ser melhorado e aprimorado, acredito que tentar algo novo pode abrir portas e trazer insights que trará frutos, buscar a opinião de outros pode ajudar na construção dos processos, a evolução acontece gradativamente.

Don't over evaluate. Look for the qualifications and how they will impact your needs and organization. Don't look for reasons to disqualify. That mentality is dangerous, and it will spread to the other interviewers in the process. I suggest preparing for the interview by looking for 5 key qualifications. Write them on the edge of the resume, and when you discover the candidate has the qualifications, put a check mark or cross it off. At the end of the interview, if they check the boxes, you probably have the right person. If you are not getting the right person, it's time to reevaluate your needs, and have a brainstorming session with your recruiting team.

The reality is that most roles will require a person to be highly sufficient/competent in 2-3 things, despite the shopping list of requirements on the JD. Focus on, and assess those. Choose the person that is best in those areas and if they happen to have anything else on the shopping list then great. If not, they can learn. Too often many organisations provide a wish list which is impossible to find anyone who hits each criteria.