Automated Reference Checks and Customised Questionnaires - PowerPoint PPT Presentation

View by Category
About This Presentation
Title:

Automated Reference Checks and Customised Questionnaires

Description:

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

Number of Views:1

less

Write a Comment
User Comments (0)
Transcript and Presenter's Notes

Title: Automated Reference Checks and Customised Questionnaires


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
(No Transcript)
4
  • 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.

5
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.

6
(No Transcript)
7
  • 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.

8
  • 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.

9
(No Transcript)
10
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.

11
  • 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.

12
(No Transcript)
About PowerShow.com