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Automated Reference Checks and Customised Questionnaires

Why automated reference checks nullify the chances of hiring the wrong candidate? Companies can ask specific questions to gauge leadership and team management skills.

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Automated Reference Checks and Customised Questionnaires

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  1. Automated Reference Checks Synchronise Hiring with Company Culture

  2. Automated reference checks synchronise work ethics and corporate values with the hiring process. The traditional reference check has its advantages and flaws. • The automated ones are a step ahead or entirely different from them. • The area of work is broader and focus on crucial aspects makes the underlying difference.

  3. The traditional reference was about verifying the details. The automated check concludes the overall ability of the candidate to fit into a specific role. • The assessment program throws light on skill set, behaviour and leadership qualities. • The automated approach streamlined things and brought a sense of accuracy and assurance.

  4. 1. Automated Reference Checks Identify the Deserving Candidates • When companies perform automated reference checks, they know they would have concrete results in their hands. The completion ratio has radicalised the whole process. • The assessment questions are designed, keeping the profile and work responsibilities into account. • There are different assessment themes for different profiles, and each one is unique.

  5. The inherent ability of the candidates cannot stay hidden for a long time. The same conforms true in the case of lack of expertise and knowledge. • Companies can gain an insightful assessment of one's qualities and how they could prove valuable to the company. • The reference has a significant part to play. They have to provide information on questions related to work and the ability to handle tasks.

  6. It minimises the scope for error in judgement at any point. Companies receive unbiased, accurate information which would not have been possible otherwise. • The references have another part to play. They can go ahead and recommend someone else who would be an ideal fit for the role. • The traditional reference checks stop people from making a constructive contribution in one way or another.

  7. 2. Automated Reference Checks and Customised Questionnaires • Why automated reference checks nullify the chances of hiring the wrong candidate? Companies can ask specific questions to gauge leadership and team management skills. • The reference is the right person to guide them and highlight the areas that require improvement and talk about strengths too.

  8. The talent of the deserving candidates can go unnoticed in the absence of the right questions. The automated approach brings a whole lot of options in terms of asking questions. • They could have a questionnaire targeting experience about projects related to what he or she is supposed to do at the new workplace. Isn't it a real achievement? • The hiring managers would take pride knowing they've got someone who would take the company forward. The training team and colleagues would have an easy time in building creative synergy. The candidate, on the other hand, would experience no trouble during the transition.

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