Global Recruiting: How Employers Can Easily Assess a Candidate’s Skillsets

Have you ever found it difficult to accurately and efficiently assess a candidate’s skill sets through global recruiting? Yes, it might be challenging at times, especially when it comes to global recruiting –  but video interviewing software makes that a breeze.Hiring managers often face situations where they find two candidates equally impressive and qualified. But the real question is, who should they hire?That’s where conducting skills assessment comes to the rescue!

If you’re wondering how to assess a candidate’s skill sets, then you came to the right place. Here are five useful types of skill assessment tests that will help you with global recruiting.

Relevant written assessments

This assessment method has been proven to be the most successful in predicting job performance. Plus, it’s the most common one used for global recruiting. All in all, these  assessments tend to focus mainly on job-related attributes and tasks. In other words, an SEO expert can be asked to conduct keyword research for a certain topic, while a developer should be asked to write a piece of code. So, how should you approach candidates with this method? Make it clear to the candidate during global recruiting that the objective of this work sample is not for business purposes. Ask them to do an assessment as closely related to the position as possible. This will enable candidates to gain a better understanding of the role and how much they would like it.

Job simulations or asking situational interview questions

Job simulations could be unfamiliar to you, but essentially, this method can be used to assess salespeople’s persuasive and analytical skills. It’s fairly similar to the question, “Can you sell me this pen? This method of skills evaluation is very close to written assessments, but it requires more face-to-face work making it ideal for salespeople. But when and how does it take place? When global recruiting, and interviewing candidates, recruiters can use recruiting software to perform a job simulation. Candidates can be asked to handle an angry client via chat, give a presentation, or sell a product. For example, the business’s own product or service.

Cognitive ability testing

Salespeople with high cognitive skills naturally adapt to changing situations better and, as a result, have a flair for creating markets on a constant basis. Cognitive skill exams, or aptitude tests, focus on numerical and verbal thinking, as well as logic, memory, problem-solving, and attention to detail assessments. You will be able to evaluate candidates’ qualities, skills, and expertise to meet sales targets. An aptitude test can also assist you in determining what type of sales role each candidate is most suited to. In person, are they excellent and easygoing communicators? Are they hesitant to explain themselves in person? With this method, you will find highly qualified candidates who can seamlessly excel at the job!

AI-powered video assessment interviews

Automated video interviews are now increasingly used during global recruiting. Such interviews allow candidates to record answers to already set questions, allowing interviewers to review the answers at any time, and is convenient for both recruiters and candidates! For example, EVA-SSESS is a video interviewing software that has powerful features that make assessments effortless! With its smart filtration tools, and the ability to build fully customizable and branded video assessments it makes it far easier for recruiters to identify top candidates. This will provide them with an amazing interview experience. It also measures real potential accurately by generating an AI-psychometric report for each candidate. It’s also useful for recruiting diverse employees in the company by assessing them in 5 different languages, including Arabic, English, Swedish, French, and German. This makes global recruiting and mass hiring a breeze!

Job trials

Job trials allow you to more accurately assess a candidate’s skills, predict job success, and cultural fit. But what exactly is it? And is it practical for anyone? Typically, candidates will work for a day or two at an agreed-upon compensation rate. This allows both the candidate and the company to determine whether they are a suitable fit. Job trials are only effective for non-office jobs. But, this evaluation has drawbacks. It takes time since the hiring team will need to be close to the candidate to evaluate them and assist them when needed. Also, keep in mind that some candidates may already be employed and unable to attend the interview.

Last few words

To find the perfect candidate for your vacant position in global recruiting you need one thing: a proper assessment method! This will allow you to  get fruitful insights into the candidates’ skill sets and gauge their true fit for the position. Ready to sail through the assessment process in a fraction of the time?EVA-SSESS is a next-generation video interviewing software that enables businesses to pinpoint top talent and build diverse workforces fast. It uses modern science and AI to help employers and recruiters identify top performers in a fraction of time – through unbiased, reliable, and secure video assessment interviews that save more than 90% of your time. Request a free demo and see how our ATS can help you save time and make recruiting painless and hassle-free.

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