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Here are the only two ways to gauge a job candidate's capacity to learn to do the job you need

by , 16 May 2014
One of the legal criteria you must use when you select suitable job applicants is to assess a job candidate's capacity to acquire, within a reasonable time, the ability to do the job.

If you're asking yourself 'how on earth does one measure capacity or potential to learn?', the good news is, you can achieve this easily. In fact, it just needs two simple things.

Continue reading to find out what these two things are so you can ensure your recruitment process is legally compliant.

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These two things will help you assess your applicant's capacity to acquire the ability to do the job

The Labour Law for Managers Loose Leaf Service says you can measure the applicant's potential to learn if you follow this process:

#1: Ask applicants to write tests

Analyse the job requirements and the qualities the applicant needs to do the job.

After this, come up with fair and objective tests to assess if the candidate has these qualities and apply these tests consistently across all applicants.

Here's an example: Let's say ABC Company wants to fill an invoice clerk position. And the key requirements for the job are numeracy and legible handwriting.

ABC Company then decides to ask applicants to do numeracy and handwriting tests.

If, after writing, Grace and September (applicants) pass their tests, they're showing a capacity to learn the job. This means they'll be good candidates for on-the-job training, even if they've never before made out an invoice.

So what's the second thing you must do to assess your applicant's capacity to acquire the ability to do the job?
 

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#2: Do reference checks

Let's say you want to hire an event organiser and the requirements for the job are 'the ability to use initiative' or to 'follow through' on tasks.

Since it's hard to come up with tests for these qualities, a good way to assess potential in such areas is via reference checking.

Even if the applicant hasn't done an event organiser job before, he may have the capacity to learn how to do it. His references could show that he's good at using initiative and following through on tasks.

Well there you have it. Using these ways will help you assess a candidate's capacity to acquire, within a reasonable time, the ability to do the job. The bonus is your recruitment process will be above board.



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