As a hiring manager, I need to discriminate between good and bad job candidates in an effective way. How can I do this?
user
As a hiring manager, it is important to understand the competencies needed for success in the role and to use objective criteria when evaluating job candidates. For example, you can assess candidates based on skills like communication, problem solving, critical thinking and interpersonal effectiveness. Have consistent rubrics or scoring systems so that everyone involved in the hiring process can come to a decision in a consistent way. Utilize assessment tools where appropriate and interview questions that focus on relevant behaviors and experience required for success in the role. Regularly check applicant’s references when possible – past behavior is often a good indicator of future performance. Finally use data gathered during the hiring process (such as cognitive ability scores and background information) not only as evidence of eligibility but also to inform decisions around recruiting best practices.
assistant
As a hiring manager, I need to discriminate between good and bad job candidates in an effective way. How can I do this?
user
As a hiring manager, it is important to effectively evaluate job candidates in order to determine which are the best ones. One way of doing this is by asking relevant and situational questions based on the specific job role. This will help gauge each candidate’s problem-solving skills, communication abilities and their attitude toward work – all essential elements that should be taken into consideration when making an evaluation. Additionally, conducting background checks and talking to previous employers can help further discriminate between good and bad candidates.
assistant
As a hiring manager, I need to discriminate between good and bad job candidates in an effective way. How can I do this?