Assessment Criteria
Define aspects relevant to the position's duties. Criteria must be sufficiently clear so that assessors understand exactly what information is being sought.
Candidate Assessment Application
Record candidate assessments using criteria, scores, and notes that match the role. Sigma HRIS and Forte HRIS help your team compare results and explain the reasons for hiring decisions.
Use Consistent Criteria When Assessing Applicants for a Single Position
Assessors may hold differing views on candidates. Without consistent criteria, it is difficult for the team to compare evaluation results. Structured applicant assessments facilitate team discussions regarding capabilities, experience, and job relevant supporting evidence.
Scales and Guidelines
If using a scoring system, define the meaning of each score. Numerical values without guidelines can lead to assessments that are difficult to compare.
Supporting Notes
Supplement results with relevant rationales or examples. Notes help explain differences in assessment among team members.
Discussing Results
Use the results as a basis for discussion and decision making. The final score should be interpreted in conjunction with job requirements and candidate information.
Review the Reasons Behind Different Assessments
Two assessors may yield different results for the same candidate. The team needs to review the criteria, notes, and evidence used before drawing conclusions. With agreed guidelines, the discussion focuses more on the position's requirements than on general impressions.
Prepare Assessment Forms
Bring examples of the criteria, scales, and notes typically used by the company.
Agree on Assessor Roles
Determine who will conduct the assessment and who will summarize the results for decision making.
Link to the Selection Process
Ensure that the reviewed results serve as a basis for follow up actions at the appropriate stage of the selection process.
Assess Candidates Against the Skills the Role Requires
Applicant assessment helps companies compare candidates based on job requirements. Criteria should clearly define the necessary skills, supported by examples or evidence. Numerical scores without context can be difficult for other assessors to interpret; therefore, notes regarding experience, job understanding, and discussion outcomes are essential to complement the scores.
Assessors need a shared understanding of each criterion. A phrase such as good communication can mean different things unless the team agrees on what to look for. HR and the hiring manager should define the required skills and examples that demonstrate them. The candidate assessment application helps organize these records, while the team remains responsible for choosing appropriate criteria. Start with the skills that matter most to the role so assessors can focus on relevant evidence.
Different opinions can be useful when each assessor has clear notes. Compare examples of the candidate's abilities with the role requirements rather than simply adding up scores. During the demo, use sample assessments to discuss the information your team needs to record. Agree on who makes the final decision and what must be confirmed first. These records help HR explain selection outcomes based on relevant skills and experience.
Explain Differences in Scores with Supporting Examples
For instance, two candidates might have similar scores but demonstrate strengths in different areas. The team needs to consider the position's requirements before making a choice. When discussing the applicant assessment application, prepare examples of criteria and methods for how assessors should record their notes. Consistent guidelines help keep discussions focused and reduce decisions based solely on general impressions of the candidate.
Assessment results must be understandable to others involved in the decision making process. Ask assessors to explain the reasoning behind a candidate's specific score. If the explanation relies on memory, the notes need to be supplemented. You can use this example during the demonstration to discuss an appropriate format. The goal is to facilitate discussions regarding candidate capabilities and position requirements. Scores remain useful but should be interpreted alongside evidence and job relevant considerations.
You can discuss your recruitment needs with the Sigma Solusi Informatika team. Sigma HRIS is available for on premises and private cloud deployment, while Forte HRIS is cloud based. The choice depends on your company's workflows and IT policies. Please prepare examples of positions or selection processes for the demo so the discussion aligns with your HR needs. Our team assists with implementation and provides ongoing support after the application is in use.
Choose Sigma HRIS or Forte HRIS to Match Your Business
Both products serve small businesses through large enterprises. Their main distinction is how you deploy and manage the system. We help you choose based on operational needs and IT policies.
Choose Sigma HRIS for on premises deployment on your own servers or in a private cloud. Our team helps configure the application around your HR processes and IT policies.
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Choose Forte HRIS for a cloud based application. We help select modules, prepare records and guide users according to your HR requirements.
Learn MoreSigma HRIS and Forte HRIS are continuously updated to reflect user needs, including ESS, mobile applications and AI powered capabilities. Explore them in a demonstration using examples from your business.
Compare the ProductsHRIS Implementation Guidance and Application Support
Sigma Solusi Informatika has developed HR and payroll systems for more than 10 years. Drawing on this experience, our team can map your business processes in just a few hours.
Data Preparation and Application Setup
Start with the records and workflows you already use. We help prepare and migrate data and configure the application to fit your processes from the outset.
Application Support After Implementation
Our support team and project manager remain available after launch. We answer questions and help resolve issues so HR can keep work moving.
Candidate Assessment FAQs
Must applicant evaluations use a scoring system?
Not necessarily. Evaluations can use notes, criteria, or scales based on the position's requirements. If using scores, agree on the meaning of each value to ensure results from different evaluators are easily comparable.
Is the candidate with the highest score automatically accepted?
Evaluation results serve as a basis for decision making. Final acceptance depends on the position's requirements and approval from authorized personnel.
What should we prepare for a demonstration?
Prepare sample forms, criteria, and scales (if applicable), as well as the process for the team to summarize and agree upon the assessment results.
Why do assessment criteria need to be agreed upon before the selection process?
Agreed criteria help assessors compare candidates against the same job requirements and reduce differences in interpretation.
How should discrepancies in results between assessors be handled?
Discuss assessment examples and the rationale behind scores before reaching a conclusion. Record decisions in line with agreed authority levels.
What should be included in addition to scores?
Include notes on strengths, areas requiring confirmation, and examples supporting the candidate's suitability for the role.
Discuss Applicant Assessment Needs with Our Team
Tell us which tasks you want to simplify and the challenges your team faces. We are ready to demonstrate how the application works, assist with setup, and provide guidance on its use.