THE PSYCHOLOGICAL IMPACT OF CANDIDATE ASSESSMENTS

As recruiters our task to build a hiring process which enables our employers and clients to hire the most suitable candidates most efficiently. Whether we use interview, game based assessment, set take home projects, have presentations delivered or even take the candidates out for a meet-the-team exercise, we rarely consider the scenario from the candidate perspective - what are the psychological impacts on the assessments we set? Are they fair?

New thoughts as always in this topic on Brainfood Live On Air

- What is the least challenging assessment from a psychological perspective?

- Why might job assessment by psychologically challenge to candidates?

- Are certain assessments inherently more challenging?

- In what circumstances would these assessments be fair, regardless of the psychological challenge?

- How can better understanding on psychological impact of assessment types information our CX strategy?

- Is there any way to mitigate per challenge?

- Do we ask the candidate which assessment type would be prefer?

- Should we vary assessments according to gender, ethnicity, age etc?

- What tips can be give to organisations who want to be inclusive of all types of people, whilst maintaining a commitment to hire only the most suitable?

All this and more, on Brainfood Live On Air

We're on Friday 29th September, 2pm BST with Jean-Marie Caillaud, Founder (WorkMeTender), Nikita Mikhailov, Professor of Practice (Hult International), Heloise Thon, Neurodivergent Coach (Freelance), Linnea Bywall, Head of People (Alva Labs) & Dr Amanda Potter, Lecturer (Kingston University)

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Brainfood Live On Air - Ep225 - The Psychological Impact of Candidate Assessments