What are the most effective interviewing and assessment practices for staffing services?

1 Define the job requirements

Before you start screening and interviewing candidates, you need to have a clear understanding of the job requirements and expectations from the client. This will help you create a relevant and accurate job description, identify the key skills and competencies, and set the criteria for evaluation. You should also communicate with the client about the hiring process, timeline, and budget, and clarify any questions or concerns.

2 Use multiple sources and methods

To find the best candidates for the job, you need to use multiple sources and methods to reach out and attract them. You can use online platforms, such as job boards, social media, and your own website, to post your job ads and showcase your brand. You can also use referrals, networking, and cold calling to tap into passive candidates who may not be actively looking for a job. Additionally, you can use different methods to screen and assess candidates, such as resume reviews, phone interviews, online tests, video interviews, and in-person interviews.

3 Ask behavioral and situational questions

One of the most effective ways to interview candidates is to ask behavioral and situational questions that reveal their past performance and potential fit for the job. Behavioral questions ask candidates to describe how they handled specific situations or challenges in their previous roles, while situational questions ask candidates to explain how they would approach hypothetical scenarios or problems in the future. These questions allow you to assess the candidates' skills, abilities, personality, and values, and how they align with the client's needs and culture.

4 Use standardized and objective tools

To ensure you evaluate candidates fairly and consistently, you need to use standardized and objective tools that measure their relevant skills and competencies. You can use online tools, such as aptitude tests, personality tests, and skill tests, to assess the candidates' cognitive abilities, behavioral traits, and technical skills. You can also use structured interviews, rating scales, and scoring systems to compare and rank candidates based on predefined criteria. These tools help you reduce bias, increase accuracy, and improve efficiency in your hiring process.

5 Provide feedback and follow-up

After you interview and assess candidates, you need to provide feedback and follow-up to both the candidates and the client. You should inform the candidates about the next steps, the timeline, and the outcome of the hiring process, and thank them for their interest and participation. You should also share your findings and recommendations with the client, and present the best candidates for their consideration. You should also maintain regular communication with both parties until the placement is completed, and address any issues or concerns that may arise.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?