This post is part of a four-part series taking a deeper look at LinkedIn’s Global Recruiting Trend of 2018.
Interviews. They are unavoidable. No matter what side of the table you’re sitting on, most people have the same feeling about interviews. For lack of a better phrase — they suck.
Don’t worry, you’re not alone in those feelings! Interviews by nature are just kind of awful. Mix together nerves, awkward handshakes, bizarre questions, and trying to make your best impression, and you’ve clearly got a recipe for disaster. It’s like a first date, but worse – instead of a Starbucks, you’re in a conference room with a squeaky chair that you can’t help but focus on.
Obviously, I’m being a little dramatic. Most interviews aren’t actually that bad. The real problem is no matter how boring, time-consuming, or awkward you think interviews are — they are widely considered to be the best we’ve got! Interviewing isn’t going away anytime soon, but the best in the industry are actively taking steps to make up for the areas where they know interviews are falling short.
63% of those surveyed agreed that traditional interviews fell short when trying to assess candidate soft skills.
“It’s hard to evaluate grit in a candidate or spot disorganization simply by having a chat.”
Certainly, you can gather some information during the interview process, but it’s tough to collect meaningful measurements in short window of exchanging anecdotes. Which begs the question, “How do you measure things like grit and organization?”
59% rated soft skills assessments as one of the most useful interviewing innovations.
There are dozens of soft skills assessments on the market today — including a lot of really awesome options! The tricky part is — choosing the right one for you and your hiring team.
Here are three key factors when choosing a soft skills assessment:
- Which soft skills matter? This is the most common mistake we see when organizations are choosing an assessment. They don’t actually know what skills are important to their company or a particular role. It’s important to do your research!
- Length of the assessment. If your candidates have to spend 45 minutes filling out an assessment, how will that impact your candidate experience? What about something that’s 20 minutes? Or only 5 minutes? Make sure you’re choosing something that will provide you with great results and make a positive impact on your employer brand.
- User-friendly results. Choose a product that will help you make better and faster decisions. If the assessment results come in a 10-page PDF, is anyone on your team really going to read that? Make sure the results of the survey provide an accurate overview of the candidate in a way that’s easy for your recruiters and hiring managers to digest.
If you’re in the market for a soft skills assessment, make sure to check out our product page to see how Echovate can provide insight into your employees and candidates.