FAQs

When you haven’t met the candidate face-to-face, it is especially important to prioritize small talk in the beginning of the online meeting. We strongly recommend making use of video as this is as close to the physical meeting as possible and it is a good starting point for a fluent conversation. Furthermore, it makes it possible for both parties to see each other’s body language, which is also an important part of a conversation. It is recommendable to ask more probing questions and allow more pauses in the dialogue to ensure that the candidate understands the question/comment.

Read here for more inspiration for a successful online interview.

It is of course a very different situation not being able to welcome an employee with a handshake and an ongoing face-to-face dialogue in the first period.
BUT it can definitely work to take this initial dialogue online and then follow up with the help of Saville’s Onboarding Report!
Based on a completion of the personality test Wave Professional Styles or Wave Focus Styles, you can generate an Onboarding report (available in English). The report can be sent to the new employee and hiring manager, who can advantageously look at it together online and discuss the competencies that have been chosen as being the most important to possess in the job. It is a unique opportunity to have a smooth onboarding process and contributes to ensure alignment of expectations between the new employee and the hiring manager and is a good starting point for a strong collaboration. The report covers both strengths and development areas and provides inspiration for goal setting and preparation of development plans.

Read more about Wave Onboarding Report and feel free to contact us if you want to see an example report.

Sociale Aspects and Assignments

A significant part of an onboarding process is about meeting your new colleagues. When the new employee does not naturally “meet” the new colleagues, it is important that “social” meetings are booked in the calendar, so that relationships are established from the beginning. This may advantageously be an extension of meetings with a professional content. Structure and coordination are essential when collaborating at a distance. Distribution of assignments, work roles and dialogue related to tasks and prioritization must be even clearer as you are not able to ask about small details in the same way. “Out of sight, out of mind” – be particularly aware of communicating to all relevant people in the company that the new employee has been hired.

Read here for more inspiration for a successful online interview.

Yes. When the contract is signed, it makes it possible for you / your company to have the necessary resources in place when the current crisis is over and everybody needs to focus on growth and financial recovery.
However, there are a few things that are important to be aware of if an entire recruitment process is conducted online. Conducting video interviews (and not just over the phone) is highly recommended as it is easier to get a comprehensive impression of the candidate. In addition, it is highly recommended to take references. For people certified in Saville’s assessment tools, guidance for reference taking can be found on the Client Portal. Everybody else, please contact us for inspiration for competency-based references.

We recommend to read this article for inspiration about effective online meetings.

Yes! It is a good idea to start the recruitment process now.
In the current situation with COVID-19, there will most certainly be great flexibility among potential employees. Most people work from home and have better time to search for a new job and to participate in interviews. In addition, many unfortunately have become unemployed and are looking for new jobs.
The dialogue with the recruiting manager when clarifying what qualifications and personal competencies are important to possess in the job in question, can also very well take place over skype or telephone.

Read here for more inspiration for a successful online interview.

Read this article and get inspiration for a good online interview.

Read this article and get inspiration on how to best prepare the candidates for a good interview online.

From the test management system, Oasys, it is possible to forward the Personal Report directly to the candidate after the feedback / interview. The report is encrypted and complies with GDPR security requirements.

For test users who have their own Oasys platform, please see this guide. For users using Saville Consulting’s Bureau Service, we can do it for you.

The feedback / interview process is done as in a face-to-face situation! However, an online meeting differs from the face-to-face meeting on the technical aspects, but works really well. Based on Saville’s experience, the video interview is the best alternative when face-to-face dialogue is not possible. The most important thing to be aware of is the Internet connection and the technical aspects. If the technique doesn’t work, the “flow” of the conversation will be lost, and the meeting will be a less good experience for both parties. If, for technical reasons, it is not possible to have the online interview work optimally, we recommend continuing the dialogue on the phone.

For further inspiration for optimal test feedback / online interviewing, read this article.

Psychometric tests are standardized assessments of psychological attributes like verbal reasoning, personality or career interest. They typically involve measurement and quantification and therefore promote objectivity.

The standardized and objective nature of psychometric testing makes assessments a fair and legally defensible metric on which to base solid decisions. In fact, good psychometric assessments have consistently been shown to better predict job success than other selection methods (including resumes, cover letters and assessment centers) and therefore provide a better basis for decisions in the selection process.

Picking the right assessment depends on many factors including the purpose of testing, job role and scope of the project. Our consultants are specialists in understanding what is needed to achieve the desired outcomes and support clients in picking the right assessment.

All Saville’s assessments are accompanied by a Preparation Guide. These provide instructions and support on how to best prepare for the test along with a series of practice questions allowing test takers to become familiar with the test format. There will be the same number of questions in each test package that you are going to meet in the actual test and you will receive feedback on your test results after completing each sub-test. This helps test-takers understand the assessment process and calm nerves.