Hiring the right candidate is one of the most important tasks for any organisation. Traditionally, resumes have been the cornerstone of this process. However, resumes often tell only part of the story. They provide a snapshot of skills, education, and experience but rarely reveal deeper qualities like problem-solving abilities, cultural fit, or adaptability. As a result, many companies are shifting their focus to alternative methods for assessing candidate fit. These methods aim to uncover a more holistic view of a candidate's potential.

Why Resumes Aren’t Enough

Resumes primarily focus on past accomplishments. They list degrees, certifications, and positions that may be useful. But they don’t show how a candidate performs under pressure or collaborates on a team. What’s more, resumes can inadvertently favor candidates with polished writing skills or privileged access to prestigious opportunities. This makes it necessary to consider other ways to evaluate talent.

Alternative Methods to Assess Fit

To make more informed hiring decisions, companies are exploring different methods for assessing candidates. Here are some of the most effective strategies.

1. Behavioral Interviews
   Behavioral interviews focus on how candidates have handled situations in the past. Instead of asking hypothetical questions, interviewers ask for specific examples. For example, “Can you describe a time when you resolved a conflict at work?” This approach helps employers assess real-world problem-solving skills and decision-making abilities.
   Moving to behavioral interviews also allows companies to assess interpersonal skills. It shows how candidates think on their feet and approach problem-solving. These insights are often missing from a traditional resume.

2. Skills Assessments
   Skills assessments are practical tools to measure a candidate’s abilities. They can include coding challenges, writing samples, or problem-solving exercises. For creative roles, a portfolio review is another great way to assess knowledge.
   Skills assessments are especially valuable because they highlight what a candidate can do, not just what they claim to do on paper. By focusing on demonstrated abilities, companies can reduce bias and increase the likelihood of hiring the right person.

3. Work Simulations
   Work simulations immerse candidates in tasks they might encounter in the role. For example, sales candidates might role-play a customer meeting. Meanwhile, developers might debug a piece of code.
   These simulations provide insight into how candidates approach real-life scenarios. They also test technical skills and soft skills like communication and teamwork. What’s more, they give candidates a better understanding of what the job entails.

More in our article: https://instandart.com/blog/team-augmentation/alternative-methods-for-assessing-candidate-fit/