Whether an online preliminary test is accepted depends on the job title, the workload, and the invitation details. If someone doesn't complete the test, first find out where they got stuck; don't immediately assume they weren't taking it seriously.
Please answer these five questions first.
Explain which position it is, why this preliminary interview is needed, the number of questions and the estimated time, the deadline, and who to contact if difficulties arise. If you will be recording or using AI to organize your answers, make sure the candidate knows this beforehand.
The question only asks for the information needed in this round.
Try it out first to check if the time estimate is reasonable. Basic information already answered in the resume can be asked about later when clarification is needed to avoid candidates having to type it in repeatedly.
Leave a window for alternative arrangements
For those facing difficulties with equipment, time, or recording methods, a response method is provided so the company can discuss feasible alternative arrangements. This helps distinguish between technical obstacles and a genuine desire not to continue.
Tracking three numbers
Record the number of people who received invitations, completed the initial screening, and advanced to subsequent interviews, and then review the questions actually asked by the candidates. Adjusting a single instruction or setting each time makes it easier to see if the improvement is helpful.
The next step could be to refer to the arrangements for the preliminary test, which is only available for candidates in the evenings or on weekends .
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
Can we assume someone is unsuitable simply because they didn't finish recording?
First, confirm whether the other party has received the invitation, understands the process, and has any equipment or time constraints. Then, assess the situation based on work-related conditions to avoid mistaking procedural obstacles for capability issues.
Does this process suggestion absolutely require the use of tools?
You can first organize your own processes and records based on the article; then evaluate the tool when batch resume analysis or asynchronous initial interviews are needed. Examples and schedules need to be adjusted according to the company's actual needs.