How GoHire’s features help assess candidates quicker

As an all-in-one ATS, GoHire offers several features that help hiring managers and recruiters assess applicants early in the recruitment process.

Here’s how you can use GoHire as your favourite candidate evaluation tool:

Ask killer questions in your job ads

Candidate assessment should start from the moment an applicant applies for the job. Use GoHire’s application form editor to incorporate questions that help you collect specific information about candidates. You can set certain questions as compulsory to ensure that you get as much information from them as possible.

Incorporating the right questions in job ads helps you start qualifying and disqualifying candidates straight after their application.

Send questionnaires to get the information you need

Use our selection questionnaires feature to get more information from candidates before an interview. This feature allows you to send questionnaires to candidates, in bulk or manually, asking for more specific information relevant to the role or your company.

Create unlimited questionnaire forms with multiple questions to send out to applicants for different roles and stages in your hiring pipeline.

Evaluate soft skills

A video interview is a great way to evaluate a person’s soft skills. Our video interviews feature helps bring candidates to life, allowing you to assess whether or not they have the soft skills needed to adapt to your company and perform in the role.

Systemise your process

Our candidate assessment tools are automated. You can automate stage actions to trigger when candidates enter your various pipeline stages. So, as soon as an applicant passes one assessment, they automatically get pushed through to the next phase. Cutting out all manual tasks.

Candidate database

Easily keep track of all candidates, their information and their assessments in your easy-to-navigate candidate database. Plus, you can add and store additional notes about each candidate on their profile—easily accessible when you need it!

Frequently asked questions about staffing agency software

How do you screen a candidate?

Once you’ve started receiving applicants, it’s time to start screening candidates. If you use an applicant tracking system (ATS), this process is usually a combination of automated and manual screenings.

Typically, the candidate screening process includes the following:

1. Automated screening of applications and CVs by your ATS to identify applicants that fit your criteria.
2. Sending candidate screening questionnaires to selected candidates to further narrow down your list.
3. Screening questionnaires allow you to capture more specific information from each candidate on their experience and preferred working culture.
4. Video interviews to determine whether or not they have the soft skills to succeed in the specific role.
5. Background checks on their references, social media and legal history.
6. Depending on the role, you can send test assignments to selected candidates. Make it as close as possible to the actual work they’ll be doing—not only does this show you what they’re capable of, but it also gives them a realistic idea of what the job will entail.
7. In-person or video interviews with the recruiter or hiring manager.

What tool can be used to assess candidates before an interview?

You don’t have time to interview candidates that aren’t the right fit. That’s why it’s important to incorporate a few levels of assessment before candidates get to the interview phase.

Candidate assessment tools are a game changer for optimising the candidate screening process. There are various types of candidate evaluation tools to help assess whether or not a candidate is a right fit for your company—in terms of skills and personality.

Using online applicant assessment tools helps make the hiring process easier, more efficient and more enjoyable for all parties. Because, by the time a candidate makes it to the interview round, you already have a pretty good idea that they’re likely to be a good fit.