The candidate who responds to your vacancy already understands the context. Check that the candidate does not need to register on websites, pay for subscriptions or download rare applications. If you are looking for, for example, a developer and want to give a task on a specific application, then warn about this. When composing test tasks, you need to focus on the candidate’s level. If you are looking for a junior, do not describe complex terms in the test.
Before sending the task let several people
If someone has questions, this is a reason to revise the task. Write norway phone number library the verification deadlines Evaluation of tasks takes time. should be built so that it does not take several weeks. Formulated evaluation criteria will help speed up the process. It is advisable to write to the candidate how long you will respond. Applicants also choose advantageous offers and should understand what to expect.
Otherwise, you risk being left without
A talented employee, although he could have waited if you had warned him. Improve tasks Not only can candidates’ work be unsuccessful, but the tasks themselves can be composed incorrectly. The better the quality of the tasks, the greater the chances of finding the right person faster. To develop test tasks and improve them, ask for feedback from applicants who have completed them.
Was everything clear, how long did it take
How adequate is the task for assessing their professional and business building a foreign trade brand qualities. Analysis of the information received will help to see errors and develop a new system. Give feedback Sometimes employers don’t see the point in giving feedback to those who failed the test task. But still, try to respond to everyone, just show respect to the people who gave you their time.
If you have given a small free
Task for the initial selection of candidates, then to respond you just ws data need to write a polite refusal and thank them for their interest. But it is especially important to give detailed feedback to a candidate you are not ready to hire yet, but see potential in. Write why he is not suitable for your vacancy now and how he can improve his skills.