Assessing candidates in a volume recruitment context generally involves a number of stages.

Early stages in the process can include sifting through a number of application forms or CVs and telephone interviews. The success in identifying suitable candidates at this point is dependent on the process of evaluating the information, which may be unstructured and not particularly consistent. 

Later stages in the process usually involve more in-depth and face-to-face assessment, such as interviews, tests and assessment centres. Whether managers or trained assessors are used in the early stages, the costs can be high. Clearly the later stages involve more investment in the candidate, so it is important that the early stage is able to identify better candidates and sift-out those who are not suitable.

In the current climate, where applicant numbers can be very high for most roles, it can be hard to be sure that the most suitable candidates have been taken to the next stage. An approach involving objective and relevant SJTs makes the process more cost-effective and with a greater likelihood that suitable candidates will be engaged and retained in the process.

Using IRIS SJTs in your Recruitment Process

Typically IRIS SJTs would fit into the early stages of a recruitment process as shown below. At this stage IRIS provides a low-cost and time-saving assessment of a broader range of performance than more traditional methods. 

For more information on how IRIS SJTs can benefit your recruitment process please email IRIS@pearson.com