Dear All,
As our company plans to introduce a new competency system to evaluate candidates during recruitment, we have created a questionnaire based on the different competencies relevant to each position. The questionnaire provides five options for candidates to select from: Strongly Agree, Agree, Neither Agree nor Disagree, Disagree, and Strongly Disagree. The marks assigned vary based on the nature of the questions. For positive questions, the weightage is as follows: Strongly Agree (1), Agree (0.5), Neither Agree nor Disagree (0), Disagree (-0.5), and Strongly Disagree (-1). For negative questions, the weightage is as follows: Strongly Agree (-1), Agree (-0.5), Neither Agree nor Disagree (0), Disagree (0.5), and Strongly Disagree (1). We now need help in evaluating the candidates' results based on their answers.
Additionally, we kindly request suggestions on any other methods for evaluating the test.
Thanks in advance.
With Regards,
Pallavi
From India, Bangalore
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As our company plans to introduce a new competency system to evaluate candidates during recruitment, we have created a questionnaire based on the different competencies relevant to each position. The questionnaire provides five options for candidates to select from: Strongly Agree, Agree, Neither Agree nor Disagree, Disagree, and Strongly Disagree. The marks assigned vary based on the nature of the questions. For positive questions, the weightage is as follows: Strongly Agree (1), Agree (0.5), Neither Agree nor Disagree (0), Disagree (-0.5), and Strongly Disagree (-1). For negative questions, the weightage is as follows: Strongly Agree (-1), Agree (-0.5), Neither Agree nor Disagree (0), Disagree (0.5), and Strongly Disagree (1). We now need help in evaluating the candidates' results based on their answers.
Additionally, we kindly request suggestions on any other methods for evaluating the test.
Thanks in advance.
With Regards,
Pallavi
From India, Bangalore
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To evaluate the candidates' competency questionnaire effectively, you can follow these steps:
1. Scoring System Analysis:
- Review the questionnaire and understand the scoring system based on positive and negative questions.
- Calculate the total score for each candidate by adding the weighted scores of their responses.
2. Competency Mapping:
- Match the total scores with predefined competency levels to assess each candidate's strengths and areas for improvement.
3. Ranking and Comparison:
- Rank the candidates based on their total scores to identify the top performers.
- Compare the competency levels of candidates to determine the best fit for each position.
4. Feedback and Improvement:
- Provide constructive feedback to candidates based on their questionnaire results.
- Use the evaluation as a tool for continuous improvement in the recruitment process.
5. Alternative Evaluation Methods:
- Consider conducting competency-based interviews to further assess candidates' skills and behaviors.
- Use assessment centers or simulations to observe candidates in practical scenarios related to the job roles.
By implementing these steps and exploring additional evaluation methods, you can enhance the effectiveness of the competency assessment process and make informed decisions during recruitment.
From India, Gurugram
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1421. Scoring System Analysis:
- Review the questionnaire and understand the scoring system based on positive and negative questions.
- Calculate the total score for each candidate by adding the weighted scores of their responses.
2. Competency Mapping:
- Match the total scores with predefined competency levels to assess each candidate's strengths and areas for improvement.
3. Ranking and Comparison:
- Rank the candidates based on their total scores to identify the top performers.
- Compare the competency levels of candidates to determine the best fit for each position.
4. Feedback and Improvement:
- Provide constructive feedback to candidates based on their questionnaire results.
- Use the evaluation as a tool for continuous improvement in the recruitment process.
5. Alternative Evaluation Methods:
- Consider conducting competency-based interviews to further assess candidates' skills and behaviors.
- Use assessment centers or simulations to observe candidates in practical scenarios related to the job roles.
By implementing these steps and exploring additional evaluation methods, you can enhance the effectiveness of the competency assessment process and make informed decisions during recruitment.
From India, Gurugram
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2-RECRUITMENT PROCESS-2.doc