Measuring Candidate Suitability


Date: 28th March,2018    |    Time: 4pm to 5 pm (IST)    |    Online





 


About


The first step to hire the right candidate is to assess his/her suitability for the job. If not done rightly, the recruiter ends up wasting a lot time and effort which could have been used to fill other positions.

Generally, factors like technologies, location, CTC, years of experience etc. are considered while measuring candidate suitability. But in today’s technology driven world, is this the right way to go?


#TTRT Guest




Suzanne Lucas is a writer and speaker who focuses on Human Resources and Business issues. She spent 10 years in corporate HR where she hired, fired, managed the numbers, and double-checked with the lawyers. She focuses on helping people managers manage better and helping employees understand how to navigate the world of work.

Her work has appeared in Inc, Business Insider, The New York Times, CBS Moneywatch, Cornerstone’s ReWork, and many other places. She blogs at www.EvilHRLady.org.



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TweetChat Questions:


  1. Will technology help us to be more consistent, objective and impartial while evaluating candidates?
  2. How often do the job requirements change based on the progress of the hiring process?
  3. Amazon and Netflix use AI & ML based recommendation engines to recommend suitable products or movies. Do you visualize candidates being recommended by a recommendation engine?
  4. Can social media footprints of the candidate be considered to calculate his/her suitability?
  5. Can attributes like people skills or communication skills be quantified on a scale of 1 to 10?
  6. Should there be a metric for measuring the interviewing skills of the hiring managers? How can one do that?
  7. How can one improve the interview feedback mechanism?
  8. Can culture-fit ever be a quantified parameter while measuring suitability of a candidate?


TweetChat Story


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