{"id":11317,"date":"2020-04-28T00:00:00","date_gmt":"2020-04-28T00:00:00","guid":{"rendered":"https:\/\/scouttalent.com\/?p=11317"},"modified":"2026-06-19T03:36:28","modified_gmt":"2026-06-19T03:36:28","slug":"the-talent-scout-episode-11-how-much-can-you-ask-of-a-candidate","status":"publish","type":"post","link":"https:\/\/scouttalent.com\/ca\/blog\/the-talent-scout-episode-11-how-much-can-you-ask-of-a-candidate\/","title":{"rendered":"The Talent Scout Episode 11: How Much Can You Ask of a Candidate?"},"content":{"rendered":"<p><a class=\"btn btn-primary wysiwyg-btn\" href=\"https:\/\/player.captivate.fm\/episode\/bdee17e5-dd46-4715-9303-a29cd864f024\/\" target=\"_blank\" rel=\"noopener noreferrer\">Listen now<\/a><\/p>\n<p><span style=\"font-weight: 400;\">How much can you ask of a candidate?\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Well, much like everything in the world of Recruitment, it\u2019s a bit of a tricky question without a clear cut answer. How much can you ask of a candidate? Well, not much. But that not much might look different depending on the seniority of the role or where your candidate is in your process.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Your brain may have already gone to the simplest solution \u2013 we won\u2019t ask anything of a candidate. We\u2019ll interview them based on the resume they submit and hire based on the combination of both. Well, first of all, good luck. That\u2019s a lot of work. But secondly. That may not work:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ask too little \u2013 Candidate becomes uninterested. It doesn\u2019t feel like they\u2019re earning the role.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Ask too much \u2013 Candidates decide the role isn\u2019t worth it.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Candidates want to feel valued. They want the chance to sell themselves, but they also don\u2019t want to carry out a long case study for you and essentially feel like they\u2019re giving you valuable work for free.\u00a0<\/span><\/p>\n<p><strong>It\u2019s all about striking a balance.\u00a0<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s step by step our way through a recruitment process and talk about how much you can ask of a candidate.\u00a0<\/span><\/p>\n<h3><strong>Pre-interview<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">At the very beginning, a candidate hits apply on your job description and they reach the first hurdle we put in front of us. Virtually all of us will ask a candidate for a resume. Most people will have a resume ready to go so that\u2019s not too much to ask of a candidate.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Lots of us will ask for a cover letter and further information from screening questions. This is where we can start to lose people.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Cover letters are often rarely read. And even if they are read it rarely gives useful information.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Screening questions are great to a point. The average candidate is happy to answer some screening questions usually up to about 10, but after that you\u2019ll start to lose them. After your third or fourth long-winded text box question suddenly your talent competitors who are looking for the same person seem much more appealing.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">But worst of all, screening questions that duplicate the work of a resume or cover letter. Nothing irritates a candidate faster than having to type in their employment history while also attaching a resume.\u00a0<\/span><\/li>\n<\/ul>\n<h3><strong>Interviews<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">This brings us on to interviews, which is already asking a lot, given that it may involve multiple conversations with multiple people. This takes time, which is a huge ask and truly shouldn\u2019t be underestimated. If you\u2019re asking someone to essentially sell themselves to you for a portion of their day, you need to respect that ask. For more senior or technical candidates it\u2019s certainly acceptable to ask them to prepare a short presentation, but keep it very specific, concise, and relevant.\u00a0<\/span><\/p>\n<h3><strong>Take-home assignments<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">This, of course, brings us on to take-home assignments. For some roles, they\u2019re very relevant. But they\u2019re certainly not relevant for all roles. If you can\u2019t justify why you\u2019re asking a candidate to carry out an assignment then you need to take that assignment out of your process, because you\u2019re going to lose candidates with it \u2013 especially the good ones who will know they don\u2019t need to do it to apply.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If your assignment is role relevant, it can be a really effective way to keep candidates engaged. Just make sure it\u2019s useful. There is nothing worse than wasting both a candidate\u2019s time and your own time.\u00a0<\/span><\/p>\n<h3><strong>Post-interview<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Once you\u2019re down to your shortlisted candidates and you\u2019re carrying out some culture fit interviews this is where you need to start bending over backwards for your candidates. These are the cream of the crop.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">By this point you want them in your organisation, so make sure they feel that. If they\u2019re meeting the team for breakfast or having a walk around the office, make sure you work around their schedules and give them the royal treatment. This is where you can ask the least and potentially lose the most.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We should be making things as easy as possible for our candidates. They have all the power and that\u2019s not going to change any time soon. If there\u2019s a part of your recruitment process where you ask a candidate to complete a questionnaire, form, test, assignment and it\u2019s not giving you tangible results then you need to drop it from your process.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Everything you ask of a candidate must be relevant to your organisation and the candidate. If it\u2019s not then not only are you wasting a candidate\u2019s time, but you\u2019re also wasting your own.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you would like more information about how Scout Talent can help you with anything recruitment, <strong>call us<\/strong><\/span><span style=\"font-weight: 400;\">\u00a0or click the button below.<\/span><\/p>\n<p><a class=\"btn btn-primary wysiwyg-btn\" href=\"\/ca\/contact\/\" target=\"_blank\" rel=\"noopener noreferrer\">Learn More<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>This is a bit of a tricky question! It might look different depending on the seniority of the role or the stage in your recruitment process&#8230;<\/p>","protected":false},"author":2,"featured_media":14959,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[18],"tags":[],"class_list":["post-11317","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-podcast"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO Pro 5.0.1.1 - aioseo.com -->\n\t<meta name=\"description\" content=\"This is a bit of a tricky question! 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