3 best practices for evaluating a candidate's potential

The recruitment process is a complex one. It is important to ask How to make it original buts also attractive. By succeeding, you will receive a lot of applications, each with its own personality. The objective is, in the long term, to find the rare pearl among these CVs and letters of motivation.

So how do you assess a candidate's potential? Since potential is the sum of a person's resources, it is not an easy job to measure it. While interviewing and reading resumes are essential methods for many recruiters, they have limitations that must be compensated for.

Therefore, in our article, you will find the solution to meet the professional needs of the company through 3 best practices to identify the potential of a candidate.

1 - Building an effective and adapted practical test

Testing the technical skills of a future employee is a good way to assess potential, especially to obtain short-term certainty. It is therefore necessary to carry out, beforehand, a thought work on the regular tasks that the candidate will be required to perform.

La Job description is a good way to do that. Through it, you will have a more precise look, during the selection, on the correspondence of the profiles with your needs. In addition, this exercise makes it possible to reduce the impact of your cognitive biases and therefore to promote equal opportunities.

This process can take place in several ways: ask for a deliverable by a specific date or have candidates come directly to the company, one after the other or all together, in order to measure the duration of the task according to each one.

However, this advice may not apply to all sectors of activity since each profession has its own particularities. In addition, the difficulty concerns the additional workload: theCorrection exercise can be a long time for recruiters or technical referees. Indeed, it is possible that few internal employees know how to assess the abilities of a professional (such as a developer for example).

A test will not be the same for a nurse, a developer and a baker

While this method provides a first glimpse of a candidate's potential, there is another method that focuses on making contact.

2 - The use of the professional network

Apart from candidates just leaving school, the majority of profiles have already had professional experience within an organization. Of course, they will talk to you about it during interviews to highlight their skills and you will see it on their resumes. Unless you want recruiting without a CV this year.

If you want to check what they say and take the opportunity to assess the potential of a candidate, we recommend that you use the Reference socket. It involves contacting previous managers or managers in order to ask them questions about the skills and behaviors of talent. Thanks to this, you will have a more precise and more direct vision of what would await you when he takes office.

To do this, ask him who you could potentially contact before or during the interview so that you choose your interlocutors carefully. Be aware, however, that the candidate must be informed of your intention.

On the other hand, it should be borne in mind that depending on the relationship the candidate had with this person, his opinion may be biased and therefore less reliable. It's important to be critical about the information you get.

Benchmarking is a key to evaluation

This method, which is particularly appreciated by Anglo-Saxons, provides a global overview of a candidate's potential. However, she has her limits since it is only based on the declarative... The tests are then a perfect complement to your feelings.

So our advice is as follows: : focus on soft skills. These behavioral skills have the advantage of being transversal and therefore linked to all professions.

3 - Evaluate soft skills through Assessment

Indeed, in recent years, skills priorities have changed thanks to 3.0 recruitment tools, with the emphasis on soft skills, or behavioral skills. If this is a discovery for you, know that we have created, for you, an article on The top 10 soft skills of 2024.

Take, for example, a manager: he is often expected to have adaptability, empathy or to know how to solve problems. So how not to make mistakes and know if this is really the case for your candidate?

This is where theAssessment makes its appearance. But What is Assessment? It is an assessment tool based on a simulation. A real opportunity to seize, there are a multitude of them to streamline your recruitment. Presented to talents in the form of a questionnaire or online list of choices, you will get an analysis in line with the criteria requested.

While these methods have largely proven their worth over the past twenty years, they are less and less adapted to the expectations of new generations and can degrade your candidate experience. Luckily, a new method has emerged: Gamification.

By playing the game, you will differentiate your company, put your candidates in an immersive situation and therefore obtain more precise and candid answers.

After several years of R&D with researchers in Psychology and Neuroscience, we imagined Yuzu : one New Generation Assessment Center, specialized in the assessment of soft skills (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Evaluate the potential of your candidates with Yuzu

The advantages of our solution:

• One candidate experience exceptional for boosting your employer brand;
• A quality solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills In a moment Loud and playful.

To remember

In order to ensure the proper management of your recruitment, it is important to define your needs for a position. Your job offer will be all the more clear and will prevent you from receiving applications that do not meet your expectations. Recognizing that recruiting the right candidate can be difficult, it's important to give yourself the time needed.

By exploiting these 3 best practices, you will greatly improve the accuracy of your judgment. They also have the advantage of not being linked together, so you can completely use only one, or two or all three depending on your corporate culture.

If you are looking for even more best practices, you can for example set up a system of Co-optation in your structure. Finally, once the right candidate is hired, remember to structure the integration period in order to put the employee in the best conditions.

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