Getting the Candidate Involved in the Assessment Process
One tool that is useful to both the benchmarking and assessment process is that of first asking the candidates to tell you what they think are the most important skills, attributes, and character traits for a person who would be successful in the role, after you have shared with them the parameters of the job and the key expectations.
In an initial e-mail to viable candidates, you could keep this question as simple and open-ended as possible. You don’t want to prime the self-marketing pump by offering too many suggestions or examples of what you are looking for. The goal is ...