NIRMAL SINGH FOUNDER & CEO More than just skills Nirmal Singh (Founder & CEO, Wheebox) on the qualities that employers see in their candidates Issue Date - 01/03/2013 |
 Selection is the process of finding the right talent for the right job and a process of matching the organisational requirements with the skills, abilities and qualification of the candidate in order to achieve efficient and effective operations. There is a thin line between selection and recruitment, though these two are the phases of employment process. Recruitment is a positive process while selection is a negative approach where the focus is on eliminating the candidates from the gathered talent pool. With the effective selection of the candidates for the required job organisations get better output. Moreover, organisations face less absenteeism and employee retention problem. Proper and unbiased selection procedure leads to the saving of time and money and other resources.There are various qualities every employer looks for in prospective candidates. The most important among all is intelligence that includes ability to plan, work, organise and domain knowledge. Intelligence refers to the level of common sense and practical ability to deal with the day-to-day job challenges. Qualities an employer looks for in candidates in today’s competitive and high pressure environment along with domain knowledge are leadership and integrity, competence, courage, inner strength and likability. During the selection process the candidates are been assessed for all these qualities through a vast range of highly precise tests which include domain skill tests, cognitive ability test, verbal ability and numerical aptitude, language test to assess the proficiency and command, psychometric and behavioural test for leadership abilities and personality analysis of the candidate along with the attitude. Selection process is vital and plays a key role in hiring. A selection process is valid only when it helps you increase the chances of hiring the right candidate. A selection process is invalid on its own, rather relative to a specific purpose. For example, a test that effectively predicts the work quality of sales person may be useless in the selection of a capable pre-sales personnel. Biasness, cost involved in terms of human resource, time, reach are different challenges involved in the process of recruitment. We find the right talent for right job through a series of validated tests, as we use an adaptive testing approach to identify each trait, all the tests are conducted under highly proctored environment and our tests create report using predictive modeling, the results are analysed through complex sets of algorithms providing the accurate results, hence eliminating the biasness. |
Shishir Parasher
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