July 28, 2017
Performance Management 27 January 2017
6 Benefits you Get with Project Evaluation
Gisel Malek
projects, evaluating candidates, training, employee development

Have you ever thought about how much your turnover rate would improve if you knew that the people you are about to hire would be a perfect fit for their roles? It’s impossible to tell the future of course, but there is one simple way you can better your chances and put yourself in the best possible situation: Evaluate your candidates for technical and behavioral skills using Projects!

Projects are 3-5 week commitments designed by your company, set in place to evaluate candidates for the skills that are required for success. They can consist of whatever you want them to and be designed how you want them to. 

If you want your candidates to show skills required for email marketing, for example, you may set a deadline to see how many are found, what positions they hold, and the plan your candidate demonstrates for how to email them. 

Your department heads and hiring managers will be heavily involved in the process as mentors - they will be watching the performance of the candidates, determining who is showing the necessary behavioral skills: leadership, initiative, emotional intelligence.


Be sure to answer the following important questions during the project as a proper guide:

  • Can they do the work?

  • Do they have the right behavioral skills?

  • Do they have a career path?

 The answers to these questions will help you hire the right people and build a career pathway around them. Here are 6 more benefits you get with project evaluation:


1. Technical Skills

You have a job description and you are looking to thousands of resumes to sift through for the right keywords. That’s highly ineffective. People are only as good as their creativity and resumes are not reliable. Many companies are finding that they cannot rely on their gut feelings and traditional recruiting methods to find qualified people. What you are ultimately hoping for is that the candidates will have the technical skills to do their jobs. So, why not ask them to showcase their skills? If it's a marketing position you are looking to fill, have your candidates show you how well they understand creating content for SEO, writing blogs that garner user engagement and use Google analytics to measure their success. 


2. Analytical Skills

If you are hiring coders, marketers or even sales, it is important to hire people that can understand how to work through conflicts, how to ask the right questions and provide solutions. How do you know your new hire will be able to handle pressure unless you test them for it. I’m not talking about asking how many gas stations are in the city of  Irvine, CA. There are answers and countless blogs for questions like that. And no matter how innovative your questions might be, people will come to expect it and learn about before their interviews. I’m talking about using an integrated feature like “the desk” to best determine how individuals go about solving problems. You and your team can determine the steps they take and watch recorded steps that will be telling of how their brains function and see HOW they do.  


3. Signs of Leadership

Every position requires good leadership skills. Even entry level positions require leadership skills. Even though they will be doing more reporting to than anything else, showing leadership in tasks no matter how small will be telling how they handle bigger ones. 


“I long to accomplish a great and noble task, but it is my chief duty to accomplish small tasks as if they were great and noble”  Helen Keller


Leadership can be demonstrated in a group setting when there is a common goal. You can see who is taking charge of the projects, who is taking it upon themselves to answer the questions of others and who is stepping up the most through the desk. It's a tool that allows people to work collaboratively in real time while you can watch and record success and failures, see chat communication and more. Those are all designed to help you best determine who is a leader, owning their tasks and making sure the project succeed, and who does not. 


4. Communication Skills

Imagine watching how your candidates communicate with one another to complete the task. You can see who asks the provided mentor the most questions, or even the other candidates. You can see who is taking control of the project and who is overpowering, not taking suggestions, who is completing their tasks, who is effectively communicating the most. That is a skill that will translate into every role, so having the ability to see it in action will be very telling about the future of that candidate at your company. 


5. Showing initiative

Showing initiative is something that is very telling of work ethic as well as character, both of which are impossible to determine through traditional hiring methods. Most people don’t see their employees showing initiative until they are due for a promotion. Don’t wait that long to see if your team encompasses this very important trait. You can best determine initiative when you see someone taking on more work, asking lots of questions and coming up with solutions to problems that don’t exist. Mentoring prospective job candidates allow you to be on the forefront and actively involved to see these things from the beginning. 


6. Career Growth

Aside from asking people: “where do you see yourself in 5 years?” it is hard to determine what the growth plan for that individual looks like. You already know you want employees that are going to move on a linear path of growth at your company. You are not just hiring your SDR, you are hiring your sales manager as well. This is possible through career pathways, a system that allows you to see a visual path for every open position and how it leads to the next one. Using a system like that will clearly show you where people are in their paths and what they need to learn and accomplish to get to the next step. During the evaluating process, you can see how candidates think about their career through their actions. If they are doing the bare minimum, they are not thinking long term and if they are driven, it will suggest they are thinking about their future.  


All of these traits and skill sets are going to help you determine who is going to fit best at your company and adopt the company culture. When you have a cohesive group of people working together towards a common goal, your team is not only more empowered and loyal to you, but your turnover rates will be close to nonexistent. Who would want to leave a company that invests in their professional growth and cultivates a good working environment? Exactly. 


Hiring is changing and you can start evaluating those you want to employ and get ahead of the game. 


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