External Assessment Methods– Typically, job candidates are assessed in phases. The first step is the screening of their profiles to fulfill a minimum set of criteria such as educational qualifications and skills. The purpose of this screening assessment methods is to narrow the pool of applicants to a smaller group of job candidates.
The job candidates are then assessed in depth using a method known as evaluative assessment method that evaluates the job candidates to determine whom to hire. Job offers are made contingent on passing the contingent assessment methods and this is made when the company has decided who the potential hires are. Other processes such as background checks, physical fitness, proof of employment eligibility, etc. are conducted and the contingent hire becomes the formal job offer.
The external assessment methods include:
- Screening Assessment methods: This method involves the scanning and short-listing applicant profiles and resumes.
- Job Applications: This allows applicants to provide written information about their qualifications, skills and job experiences and provide other relevant information. Companies and most of the organizations complete this exercise online so the data entered by the applicants are stored for easy retrieval by the recruiter.
- Weighted applications: This is another technique by which each credential by the applicant entered is given a score or a percentage. This method is often found useful because it allows to assess different types of bio data
- Telephone Screen: Allows the recruiter to have an initial discussion to assess the applicant’s availability, interest and the qualifications for a job.
