Role
Recruitment consultant
The hiring challenge
Assesses candidates for clients, and their judgment shapes other people's hires; an interview doesn't show whether they can read profiles without bias, hold a recommendation with arguments and handle the confidentiality of several processes at once.
What to assess
Human resources competencies, critical thinking, communication and integrity given the handling of candidate data.
How we build the mix
A person with higher cognitive ability tends to learn faster, reason better and adapt to new problems. For this role it is a good base for the mix.
Related competencies confirm that this capable person can perform the specific functions of the role well, not just reason in the abstract.
A technical assessment (your own or digitized) verifies they can use the tools of the role. Or, as an alternative, DISC to learn the behavioral profile for the role.
Suggested assessment mix for recruitment consultant
9 assessments · variable time. Suggested guide: adjust it to your process.
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Reading profiles and arguing recommendations calls for reasoning and judgment.
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Helps observe the judgment to assess and manage people consistently.
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Helps observe the reasoning to analyze data and spot what doesn't add up.
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Helps observe clarity in communicating and the quality of dealing with others.
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Helps observe the sensitivity to work with diverse people and audiences.
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Helps observe customer orientation and the quality of service.
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Helps observe signals of probity in a role with access to money or sensitive information.
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Contact with candidates and clients: the relationship style adds signal.
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Handles candidates' personal data and decisions that affect third parties.
ⓘ The exact mix and its fit are tuned by Kokoro with you. This mix is a guide, not a closed recipe.