A pré-recruitment activity
Due to scarcity, employers are often inclined to present vacancies too nicely. Too romantic, too slick, or with organizational values that do not cover reality. As a result, the wrong target group of candidates ends up in the recruitment funnel.
Marketing tool for recruitment
After all, candidates are not able to critically judge whether the vacancy really suits them. And suppose you don’t recruit the right target group. In that case, it will lead to disappointing interviews or, worse, terrible onboarding experiences. In short: with a self-assessment, you get more quality in your recruitment funnel.
“A self-assessment allows you to interview more relevant candidates.”
How to develop a self-assessment?
During a self-assessment, a candidate can learn whether the job and organization suit him or her. Self-assessment is a powerful and often underestimated tool. If you describe realistically what your organization expects from a future employee, a candidate can investigate whether the position and the organization suit him / her. This is a robust self-selecting mechanism and significantly improves the quality of your recruitment funnel.
Realistic Job Preview
The basis of a good self-assessment is, for example, a Realistic Job Preview. This allows you to communicate as truthfully as possible what a job requires and the actual organizational culture.
The way to start developing a Realistic Job Preview is to conduct interviews with successful employees, who preferably have not been employed for more than 6 months. The technique used for this is the Critical Incident Technique. With this technique, you can discover reaction patterns in critical situations that make the difference between success and failure in a job.
“With a Realistic Job Preview, your candidates get to know about successful or unwanted response patterns.”
Suppose you have identified these situations and desired and undesired response patterns with the Critical Incidents Method. In that case, you can use them to communicate your proposition clearly to the labor market. You can also use the desired and unwanted reaction patterns to develop a persona. Finally, you can use critical incidents to have a Situational Judgment Test (SJT) drawn up.
In a Situational Judgment Test (SJT), you describe the situation and ask what kind of behavior a candidate would like to show. This allows the candidate to discover whether his response pattern is appropriate for the position and the organization. In this way, candidates can make a clear judgment about their chances of successful functioning and fit with the organization.
“A self-assessment is very suitable for gamifying.
Then the self-assessment immediately gets a promotional effect.”
Self-assessment at Starcheck
Suppose your organization wants to use a self-assessment. In that case, we help you go through all the steps: from identifying critical incidents and response patterns to developing personas and the self-assessment itself.
Would you like to make an appointment for a self-assessment?
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