This article explains how you can implement a candidate friendly recruiting process using multi-stage assessments. 

In short we will cover:

  • Setting up an initial assessment to assess job fit, before asking candidates to take a lengthy assessment
  • Utilizing Q&A challenges to create a job fitness score card
  • Sending candidates to a follow-up skill assessment only if they match a certain threshold of job fitness

Why & How?

Many organizations that deal with a large number of candidates will often use Qualified as a pre-screen solution, by giving out assessments at the very top of their hiring funnel. This means that candidates would be given an assessment before talking to a person on the phone. This can be an incredibly effective solution for cutting down the time and effort typically necessary for filtering out unqualified candidates. Many organizations may be tempted to even include this pre-screen as part of the application process, or automatically send it directly after receiving a job application - but before manually reviewing and screening resumes. Not only does this save time, but it allows you to give candidates a chance to showcase their skills, instead of just relying on their resumes.

Though this can be a massive cost and time saver for your organization's recruiting process, this approach also has the potential downside of upsetting candidates who were never a good fit. This is due to them being asked up-front to spend time taking an assessment even though they were a bad fit for the role to begin with. While you may not be hiring these candidates, upsetting them could eventually affect the reputation of your recruiting process, causing other candidates who are a good fit to avoid applying. 

For this reason, we recommend that you put into place a way for candidates to self select themselves out of your hiring process, so that neither a lengthy coding assessment or a phone screen need to be performed - saving both you and the candidate a lot of time, and also protecting your company's reputation.

Fortunately, Qualified provides native workflow features to keep your hiring process candidate friendly.

Workflow Overview

Qualified offers a number of features for setting up this type of process. Here is a quick overview of how a typical workflow would work:

  1. Create an assessment to be used as a questionnaire, which will be sent to the candidate first, before the skill assessment.
  2. Create one or more quiz challenges to be added to this assessment, which will be used for asking the candidate questions about their skills, experience, location, and other factors that would help determine if they can be ruled out as a suitable fit for the role.
  3. Setup the scoring on the assessment so that each question that is a deal breaker takes up a large amount of the score, then add up all of your deal breaker questions and determine what your minimum score should be. 
  4. Setup an automated workflow based off of the score of the assessment. Anyone who scores below the minimum threshold will be given a message letting them know they don't meet the role's requirements. Anyone who scores above the threshold will be automatically invited to the actual coding assessment.

By using Qualified's powerful quiz scoring features, you will be able to score candidates in-depth, and by using automated workflows, you can prevent candidates from having to spend an hour or more taking an assessment for a job they were never going to get anyway. All the while, the whole process is automated and requires no manual work from you or your team to manually review candidates. You give candidates a way to prove their skills in a fair and unbiased format, and can give immediate feedback to candidates who are a poor fit for the role.

Additional Benefits

There are a number of benefits of using this approach, beyond just saving your candidates some time:

  • Get a better feel for which candidate sources are providing the best initial "job fit".
  • Get a better picture of how much job fit is a bottleneck, as opposed to skills.
  • Prevent staff from having to manually review resumes before sending out an assessment.

Being respectful to candidates and making your recruiting process far more efficient with your organization's time and resources... It is a win-win.

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