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Your goal is to make the right hiring decisions If you're not using interview skills testing yet, or you're including them haphazardly here and there, you're not getting the best out of your hiring process. Interview tests must become a feature of your pre-interview process and planning. Poorly planned interviews will not only result in a lengthy time to hire, but it can also negatively impact on the candidate experience. You want to have everything analyzed, planned and put in place, including what tests will be used before you even place your jobs ads. It's much like arranging a banquet: you must have the venue, menu, décor, entertainment and guest list planned to precision beforehand. Otherwise the guests will walk into chaos and confusion and wish they'd never turned up. Where do most recruiters go wrong? I hear many recruiters and hiring managers say that interview skills testing isn't worthwhile because it doesn't yield the desired result. But that's usually because they're doing it wrong!
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The first and the most important rule you should remember - there should be no mistakes. A single little mistake or inaccuracy can reduce your chances. So, first of all, you are to provide your personal information. Then, proceed to education. Always start with the latest degree you've obtained. You should provide information about years of studying and the full names of educational institutions. Then comes a summary of your skills and proficiency. After this block of information comes professional experience, where you should try to highlight your most impressive achievements. Having done it, you are to provide some additional information (languages, additional training, etc. ) and at least three references.
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