Collecting Candidate Recruitment Data

Collecting the data on candidates

Clearly this is a key stage and one that decided the outcome of your recruitment in terms of finding the right candidate for you. Your ability to build an accurate picture of the candidate both in terms of experience and capability but also motivation and behavior will make the difference between an acceptable (or poor) hire and an exceptional one.

You need, however, to keep an eye on the impact on the candidate as well. Much of your selection efforts need to be on assuring that your chosen candidate chooses you and your job. You therefore need to think about how you can best use this data collection phase to build a relationship with the candidate and demonstrate your leadership and your company's values and culture. It is also worth noting that things like logistics, the time burden placed on the candidate, and the seeming validity of your selection process are important.

You also want to make this phase as efficient as possible. A long drawn out process does you and your selection team no favours, and can put the candidate off. Speed is critical and therefore efficient and effective processes important.

The process is all about filtering down the number of candidates until you get to the number you wish to appoint.

• Which methods of measurement are best suited to this job?
• What options are available?
• Consider the following
  • Personal recorded data (CV/cover letter)
  • Analysis of track record (from CV or if internal candidate from HR records)
  • Psychometric Selection Tests
  • Telephone interviews
  • Behavioural Event Interview
  • Structured Interview
  • Technical Interview
  • Situation Exercises
  • Skills measures
  • Assessment Centres
  • References

Recommended Practice

• Think about needs, costs (including time) and benefits
• Explore options with HR
• Consider your approach also from the point of view of the candidate - will the selection and interview experience be such that this will encourage them to want to work for you; are your attendance requirements reasonable (or will they have to take lots of time off work) etc
• If you find you are missing a piece of information you - or your HR partner - should simply contact the candidate and ask them