When screening candidates I am a big believer in asking the “big 3” questions.
Of course, it will take many more questions to be able to make a sound judgement on the suitability of an applicant, however the “big 3” serve as an excellent overall guide when screening applicants.
The “big 3 questions” are: –
Can they do the job?
Does the candidate have the skills that will allow them to perform and excel in the position? For Sigma this links to the information we have taken from the client during the vacancy qualification.
Example – The client has requested, time served electrical apprenticeship, 17th edition and PLC programming skills with Siemens PLC’s
Assessment – Sigma Recruitment assess a candidate’s skill set by scrutinising a variety of evidence including: CV review, asking open ended questions during candidate screening and advising the client to obtain copy certificates at interview.
Will they do the job?
Is the position right for the candidate, in terms of salary, location, benefits package, career progression and of course is the job content a fit for what the candidate wants to undertake.
Assessment – Sigma Recruitment assess a candidate’s suitability by searching in depth questioning.
- What is missing from your current role?
- Why do you want to leave?
- How far are you travelling to work now?
- What is your current salary and benefits package?
- What would your next position need to have to satisfy your long-term career ambitions?
- What would you do if your current company offered you more money to stay with them?
NOTE – “Will they do the job” is becoming more and more important in today’s buoyant economic climate, Sigma Recruitment have noticed a very large spike in counter offers, so ensuring the candidate can do the job and is motivated to undertake an ambitious move is key from the outset.
Are they a fit for the job?
Personality wise will they fit within the team and settle long term, are their career goals and career progression plan in line with what the company can offer?
Assessment – Sigma Recruitment assesses a candidate “corporate match” by again probing with in depth questions during the screening progress whilst at the same time making sure that we are aware of the culture, opportunities and future direction of the clients business.