The Keys to Effective Skills Assessment
At J. Patrick and Associates, our job is to find the best candidates for highly competitive positions. We pride ourselves in successfully placing our candidates and contributing to a positive outcome for their hiring firms. But how is it done? How do we truly assess someone’s skill set?
Fortunately for J. Patrick & Associates, we have Daniel Sullivan. Mr. Sullivan has been in the recruiting business since 1987, so he knows a thing or two about what makes a person a great candidate for a job. Over time, Dan has developed a keen sense for matching a candidate to a suitable position.
One criteria Dan assesses is a candidate’s experience. This is somewhat of a given, but a candidate with the right experience has shown that he or she can do the job, and do it well. In short, he or she has demonstrated that they have the know-how and drive to succeed. When one of our recruiters sees that a candidate has performed in a similar role elsewhere, they are intrigued to find out more. Validating the experience is the next step to find out if this person is qualified for the position. Someone may claim they have experience on their resume when in fact, they have failed to achieve across key performance indicators, and in turn were let go or had to resign. As a famous President once said, “Trust but verify.”
Another way J. Patrick and Associates assesses someone’s skills is through keyword filtering. Our recruiters analyze hundreds of resumes when they are searching for the ideal candidate for a specific position. If a certain job requires formal qualifications such as product/service licensing, or particular skills that are specific to that sector/job, it is imperative that these keywords stand out. Our recruiters go through each candidate’s resume with a fine-toothed comb, identifying critical information to help them make their judgment.
J. Patrick and Associates does an outstanding job at finding and placing the right candidates. We know how important hiring the right candidate is to your bottom line. The Labor Department estimates it costs an average of one-third of a new hire’s annual salary to replace him or her. This is why J. Patrick and Associates, using Mr. Sullivan’s secret skills assessment formula, works tirelessly to offer our clients only the most qualified candidates. But these are just a few of our proven best practices and industry secrets to success. If you would like to find out more, select J. Patrick & Associates for your recruitment and hiring needs.
By Jake Pinto