Talent Marketplace Platforms Resources - Page 7

Our Pre-Hire 360 workflow is designed to help understand the “soft skills” a candidate has which include the specific behaviors that are required to be effective in a particular job. For example, for a customer service role, a question asks the references to rate the candidate on their ability to handle customer complaints with patience, listen well and work well with other stakeholders in the organization to resolve issues. Each survey includes approximately 20 behavioral questions. Customers may also choose to tailor the reference process for certain workforce segments. In this workflow, they may opt to create their own questions relevant to skills.

We make it easy for hiring managers to interpret survey results by providing data-driven reports. In the candidate feedback report, we point out differences of opinions when references disagree, separate manager feedback from co-workers and we also provide job specific behavioral questions that can be used during the interview. There are options available to set your own corporate benchmarks and to see percentile rankings for the thousands of other candidates who have been assessed by SkillSurvey Reference for a similar position.

We take the time to translate general competencies such as ‘being a team player” or “adapting to change” into specific job behaviors in the context of real work situations. The predictors are professionalism; interpersonal skills; problem solving and adaptability; personal value commitment. For those who manage people or projects, there are other predictors such as setting goals; assigning tasks and providing feedback. For executives and leaders, predictors include the ability to provide vision and motivate others. We identify a meaningful set of behaviors or ‘soft skills’ for each job and use detailed and candid feedback from former managers and coworkers to suggest how a candidate performed in these behaviors in a previous position.