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Role

Recruiter / Sourcer

The hiring challenge

Their judgment passes straight to the client: if they screen poorly, the client receives an uneven shortlist. It's hard to see in an interview how solid their judgment is when assessing others.

What to assess

Knowledge of HR practices, information management, and the sensitivity to assess diverse profiles with a common standard.

How we build the mix

1 · Learning ability

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.

2 · 6 to 8 role competencies

Related competencies confirm that this capable person can perform the specific functions of the role well, not just reason in the abstract.

3 · Technical or DISC

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 recruiter / sourcer

8 assessments · variable time. Suggested guide: adjust it to your process.

  1. People with stronger reasoning ability tend to assess profiles with a more consistent standard.

  2. Helps observe whether they apply the same standard when screening candidates, instead of advancing or rejecting profiles on personal impression.

  3. Helps observe the order in recording CVs, notes, and the status of each candidate in the pipeline, where a misplaced detail carries over to the client.

  4. Helps observe whether they assess diverse profiles with the same standard, without ruling out candidates over factors unrelated to the role.

  5. They are the face of the process to the candidate and the client; helps observe how they present a shortlist and hold the relationship when a 'no' has to be delivered.

  6. Helps observe how they prioritize several open searches at once and keep response times without letting any vacancy slip.

  7. Helps observe how quickly they grasp the profile of a new client or sector and adjust their search when requirements change mid-process.

  8. Handles personal information from many candidates; integrity controls offer a relevant signal on the care of sensitive data.

ⓘ The exact mix and its fit are tuned by Kokoro with you. This mix is a guide, not a closed recipe.

How an assessment for this role is built

Kokoro combines different signals so the result is comparable and useful before interviewing.

Cognitive ability

A base for reasoning, learning and solving new problems.

Role competencies

Behavioral signals related to the expected performance.

Technical or tool

Practical command when the role calls for it.

Integrity and judgment

Care in roles with sensitive information or critical decisions.

Comparable report

Ranking, strengths and notes to prepare the interview.

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