Picture the last time you interviewed someone. Chances are, there were two things you wanted to determine: Does the person have the skills we need and will they be a “fit” with our organization?
While most people understand how to assess for skills, it can be much more challenging to assess for “fit”.
When assessing for “fit” most interviewers look at whether or not they will “like” the candidate. And that’s appropriate. What most interviewers don’t understand is that “liking” someone in a work setting is different than liking them in a social setting.
Let’s take an example. Many of us know people who tend to be a few minutes late to everything. While this is tolerable socially, it can have a huge impact if you hire someone who is always a day late on delivering the report you need.
This is where values come in. By identifying the values that are important to you in a professional setting, timeliness or reliability for example, you can be sure that you will like the people who work with you.
Think of values as the underlying drivers that help get your company to the goals you’ve set. Example values include hard working, diligent, collaborative, communication skills, integrity, resourcefulness, and innovation. Your organization may already have values that have been designed especially to help the organization achieve its goals. In addition, your team may have values that are equally important.
Then when it comes to assessing candidates, it’s important to assess them on both the skills required for a job as well as the values that are important to the organization and team so that you can ensure that every hire keeps your organization moving in the right direction.
Here's how Unitive helps you establish that criteria upfront.
SCREEN CAPTURE CLICKING NEW JOB
1. Click New Job to get started.
2. Name your job and add keywords that describe the job, like “Account Management” or “Engineering”. Being more specific will help us suggest most relevant skills and values to you for this job:
3. Select from the suggested skills and values by checking each box or type in a new one.
SCREEN CAPTURE SELECTING COMPETENCIES
Now that you've given your team a clear list of what you're looking for in a candidate, take that one step further by ranking their priority:
SCREEN CAPTURE CONTINUUM SORTING
ASSIGN QUESTIONS TO CRITERIA
You've already set the role's criteria <link>; now help your team ask the right questions to evaluate on that criteria.
First, click the round you're setting up an interview for.
SCREEN CAPTURE CLICKING ROUND 1
Add your team members who will be interviewing candidates.
SCREEN CAPTURE ADDING INTERVIEWERS
- Type the interviewer's name into the search field
- Click the user's name to add them to the interview
- If the interviewer's name is not suggested, click Create a new interviewer
You can add interviewers that are not Unitive users, all you need is their name and email address. When you add them, the person will receive an email to set up a Unitive account.
ASSIGN QUESTIONS TO INTERVIEWERS
- Job competencies and question suggestions display in the Questions panel
- Click on a question to display interviewers
- Click an interviewer to assign them that question
- Or click add your own question to write a new one
- Click an interviewer’s name in the Interviewers panel to review the list of their assigned questions
MANAGING CANDIDATES AND RESUMES
SCREEN CAPTURE UPLOAD RESUMES
- From the job dashboard, drag a PDF or Word doc resume into the upload field (You can also drag several files at a time)
- Review the content fields once the document is parsed and make any necessary changes
- First and last name, email are required fields
- Click Save
As resumes are made available in the system, job owners or editors can review them.
RANK RESUME CATEGORIES IN ORDER OF IMPORTANCE
- Drag and drop each category to arrange them in order of highest to lowest importance
- (This weighting system will influence the candidate’s overall rating)
- Weighting categories ahead of time helps you make your decision based on the criteria you said is most important
- You can click skip on any categories you don’t care about reviewing
RATE EACH SECTION
- Now you’ll be shown each resume one at a time
- Each resume has the candidate’s identity removed
- You’ll have the opportunity to assess each resume on the same categories you ordered on the previous page
- Give a section a “Yes”, “Maybe” or “No” to answer whether you’d like to advance someone to the next round based on that section
REVIEW THE FINAL SCORES
After the final resume is scored, click Done reviewing to display the candidates’ full information and get their aggregate score. This score is the composite of your rating of each resume content section and the weighting you assigned that section before starting your review.
You can slate each candidate for a round of interview by checking their box on the job dashboard.
SCREEN CAPTURE ADDING CANDIDATE TO ROUND