Hi Team, We want to hire talent based on what they can delivery, rather than what they have done or their education, specially for non-tech roles. What kind of initial screening process can help us spot these unique talents? Any tools, questionnaires or assessments we can use?

Hiral - You’ll eventually have to evaluate them on some sort of a key skill needed for the role. Essentially, if not on what-they-have-done-in-the-past, it needs to be on what-they-learn-and-deliver that can be assessed. For eg., If you are hiring for mid-seniority Content Marketing role, you may want to give them an assignment (for any well-known brand that’s not their own company) where they can newly research and come back with how they would devise the content strategy for them and do differently + write a content piece on that industry from an SEO or thought leadership perspective. The nature of assignment will of course depend on what level/seniority/specific-skill you evaluating.

@Hiral Bhatt you can test candidates for cognitive, communication and behavioral skills as well as domain knowledge.

Hi Hiral, once we were hiring for a very senior position in sales (b2b product company). We dint go for any pre defined assessments or tools. Though there were 2 tasks in the process that the candidate was supposed to complete in a given time frame. 1a. was to submit a simple presentation on 30-60-90 day plan/strategy for self and team/company. 1b. Create a 3 min video of self intro, why should this person be considered the right candidate for the role. 2. We shared a detailed actual case study for which they need to submit a business plan as they would do in that role.

@Revathi S This is so detailed and it definitely helped bring some clarity