Using visual stimulation to get the best from a candidate.Wed 23rd January, 2013
One way an organisation can improve the quality of data collected is to develop an opportunity to illustrate job opportunities and utilise the technique to gain higher-quality answers from candidates.
This illustration can be performed with an introductory video about the organisation, the core values it endorses, daily role and expectations as well as opportunities to progress. This approach will not only improve the organisation’s candidate attraction strategy but also improve the depth of their talent.
This approach will encourage two responses. The first response will be to discount the suitability of the vacancy or in reverse will intensify the desire of the candidate to apply and give a greater sense of suitability and provide data that would be more job role specific.
Another practical implementation of visual stimulation would be to create a video or still image that illustrates a daily activity of the job role and encourage applicant to answer a specific knowledge base question or how would you respond to this problem set. Instead of utilising the “how many years experience do you have of” question, alternatively you can provide an illustrated job role scenario and ask for their assessment on what they see.
The response provided in utilising this method would encourage individuals to demonstrate knowledge content and instinctive decision making thought process. This valuable piece of information would enable a shortlister to identify those individuals whose holds a compatible problem solving analysis or knowledge content understanding of the subject matter.
Overall, using visual stimulus, either in video or images, can not only inform a potential candidate of the business or role, making them more likely to complete an application or questionnaire, but used as part of actual questions can help give a greater understanding as to the abilities and knowledge of the candidate in a much more practical sense.