Scoring System to select Best Candidate
Use a Scoring system to select Best Candidate
‘Gut Feeling’ is used a lot in the world of Candidates Selection and Recruitment.
Experts say they have the feeling when a candidate is a good option. We all listen to our instincts. However, potential problems are depending only on persecution to separate the candidates. How to defend a bad contract? How to support when we do not have external elements?
The conclusion is that the Hiring process should complement with physical elements such as the analysis of emotions for each video recorded question also known as Human Analytics.
When a scoring system is used to rank candidates, there is a high probability that the candidates you are selecting are the most qualified to be successful in the job in question.
We will explain how using the Visual Job Hire APP you can evaluate with a scoring system to classify the candidates and why it works so well.
What is a scoring system?
Sounds complicated! The reality is quite the opposite, in each of the questions of the self-recorded video interview, in the interpretation section. It is qualified in each subject if it is the “Best Candidate,” and there are five options from Yes to No.
Let’s say it is looking to hire a digital sales executive.
In the Result section, we will have a “Best Candidate” Score that we can compare with those of other candidates.
When the candidate talks about all of their experience related to that category, they should be able to give an overall score of 5 points for someone who trusts that they possess the expertise to carry out the tasks of the role within that particular category, and 1 is someone who does not have much experience.
Continue doing this for all candidates according to the type of the position and at the end of the selection process.
The system accumulates the points of each candidate, with this process is defined who should advance to the next round of interviews.
Ideally, the area manager will also use the APP when interviewing candidates in the final round of the process.
In that way, there will be a clear winner, or they will discover that they may need for another series of interviews or establish a final task for the remaining candidates if they are very even.
Carlos Cayon-Crosswell, the founder of Visual SciTech, is a big fan of using the Visual Job Hire – APP scoring system when self-interviewing. Candidates based on job categories due to a more fair process and elimination of Bias.
At the beginning of the recruitment process, all these key attributes applicable to the position are determined.
When reviewing the Resume and conducting preliminary interviews, we look for behaviors and answers that reveal the competence of the candidate.
With the Interpretation of the “Self Video Recorded Interviews.” It reveals previously unknown information to know the emotions of the candidates when answering the questions.
The Benefits of using a Scoring System
There we can see the Emotions opens us some interpretations that can then confirmed with the candidate(s).
You are not trusting your memory or your notes for each question, and you have a recorded testimony as support.
When you take notes during an interview, do you often find that you are merely transcribing what the candidate is saying?
Candidates Job Interview Archives
The notes of the recorded interview focus on more in-depth observations and can review multiple times as well as the emotions that generated.
Do not misunderstand, taking notes is very important, but only if you can look at those notes and get information that you did not receive from the candidate’s resume.
When you select candidates day after day, it is straightforward for you to forget particular details about the candidates. It can be challenging to remember where one candidate ends and the next begins!
When you use a scoring and video recording system like Visual Job Hire, everything is visible.
Emotions detection in the Perfect Job Candidate
Focusing on skills and strengths is a traditional method until now there was no application to detect the feelings of the candidate to highlight their weaknesses.
On the other hand, the APP has a module of proof of lies that based on Checkpoints. The evaluator can observe the candidate while auto video records to detect these signals that can be very valuable.
It is effortless for the candidate to be responsible for what he would like to have and not in what he has and has achieved.
Observing the candidate while answering the questions is a precious tool that allows us to focus on his “Face & Eyes Expressions, Verbal Responses, Body Language Cues based on Interrogation Techniques.
Unconscious bias is something that we have all exercised at one time or another, without even knowing it!
By introducing a scoring system supported by video recordings for your selection process. The chances of you exercising a bias decrease significantly.
That’s because you’re focusing on the duties required for the job. You’re not looking at things like where the college candidate was or where he grew up.
A scoring system puts all the candidates on an equal footing.
Fairness & Discrimination in the Selection Process
It is essential to choose the best candidate, in reality regardless of sex, religion, marital status, ethnic origin, etc. Discrimination may seem completely obvious, but it would surprise how easy it is to forget it.
Using a scoring system to classify candidates only works if you ask the same questions of all the candidates in your interviews!
The only way to give candidates the same opportunity is to be consistent in their selection process. Using the Visual Job Hire APP guarantees that all candidates will ask the same questions.
The APP evaluates the emotions by asking the question and the answer during the first 30 seconds that the critics are to know the related feelings.
Do you use scoring systems to classify your candidates? Are you guilty of trusting the “instinctive feeling” when choosing candidates to advance the interview process?
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