Organising and conducting interviews demands a considerable amount of time and effort. Yes, they may lead to successful hiring decisions but imagine investing in a candidate, reaching the interview stage, and realising they’re not a cultural fit – it’s both frustrating and costly. That’s why understanding soft skills early on is key. It’s like unlocking a more precise and efficient path to identifying the top 10% of candidates. Let’s dive into a few different ways that you can do this.
1 – Video Responses
Imagine having a conversation with your potential future team members without the need to organise and conduct immediate face-to-face meetings. That’s what video responses, or one-way interviews, offer. Candidates record and upload their answers to job application forms, providing recruiters with a glimpse into their personalities. This cost-effective method allows you to assess attributes like body language, level of preparation, and communication skills, offering valuable insights early in the hiring process. This not only gives you a three-dimensional view of applicants but it’s an efficient, insightful, and a great way to screen those who may not be a good fit for your organisation.
2 – Psychometric Reports
With tools like the Martian Logic HRIS, you have the power to extract psychometric reports from video responses, offering a deep dive into candidates’ standings on the Big 5 Personality scale. This allows recruiters to assess candidates’ traits, and see how well they match with your organisational values. By evaluating aspects like creativity, agreeableness, emotional stability, and so on, you gain valuable insights for making hiring decisions that prioritise cultural fit. It’s like getting a preview to see how candidates will resonate with your team’s ethics and values, fostering a more informed and aligned recruitment process.
3 – Custom Forms (Open-Ended Questions)
Leveraging custom forms encompassing diverse answer formats – short answer, long answer, video, and more – empowers you to ask open-ended questions to applicants. This approach provides candidates with ample opportunities to spotlight their soft skills. For instance, you might inquire about a past experience, such as, “describe a situation when you faced conflict with a team member and how you resolved it.” This approach allows candidates the flexibility to respond in writing or through a verbal (video) explanation, ensuring a comprehensive showcase of their soft skills and experiences.
4 – Built-In Applicant Tracking System (ATS)
With an Applicant Tracking System (ATS), collaboration between executives, managers, and the HR team is easy. And whoever does the initial assessments – whether that is analysing video responses or reading the answers to questions on the application form – can tag the candidate with specific soft skills or attributes that they feel the candidate possesses such as good communication, creativity, confidence, and more. This streamlined process enhances collaboration and ensures that valuable insights about candidates’ strengths are effectively shared among the hiring team for better decision-making.
Key Takeaways
Conducting interviews takes time and effort, and discovering a cultural misfit at the interview stage is both frustrating and expensive. That’s why, it’s important to decode soft skills early, unlocking a more accurate path to identifying the top 10% of candidates. With video responses, auto-generated psychometric reports, custom forms, and an HRIS with a built-in ATS, you can ensure a more informed and streamlined hiring journey for all.
Employee Onboarding Software is also a very helpful tool for businesses, it will send you automatic reminders to take actions before deadlines approach. Get in touch with Martian Logic to know more.
