{"id":32920,"date":"2022-03-11T18:04:57","date_gmt":"2022-03-11T18:04:57","guid":{"rendered":"https:\/\/www.talogy.com\/hur-kanner-kandidaterna-egentligen-infor-att-genomfora-medarbetarbedomningar\/"},"modified":"2025-12-05T17:19:24","modified_gmt":"2025-12-05T17:19:24","slug":"hur-kanner-kandidaterna-egentligen-infor-att-genomfora-medarbetarbedomningar","status":"publish","type":"post","link":"https:\/\/talogy.com\/sv\/blog\/hur-kanner-kandidaterna-egentligen-infor-att-genomfora-medarbetarbedomningar\/","title":{"rendered":"Hur k\u00e4nner kandidaterna egentligen inf\u00f6r att genomf\u00f6ra medarbetarbed\u00f6mningar?"},"content":{"rendered":"\n<p>F\u00f6rra veckan publicerade jag ett blogginl\u00e4gg om varf\u00f6r kortare bed\u00f6mningar inte \u00e4r svaret p\u00e5 de rekryteringsutmaningar som dagens konkurrensutsatta arbetsmarknad inneb\u00e4r. Organisationer oroar sig \u00f6ver att kandidaterna hoppar av under urvalsprocessen; en vanlig farh\u00e5ga som vi h\u00f6r fr\u00e5n kunder handlar om l\u00e4ngden p\u00e5 v\u00e5ra medarbetarbed\u00f6mningar och sannolikheten f\u00f6r att en kandidat fullf\u00f6ljer den. Enligt bepr\u00f6vad erfarenhet uppfattas bed\u00f6mningar, i synnerhet l\u00e5nga bed\u00f6mningar, negativt av kandidaterna och de slutf\u00f6r inte bed\u00f6mningen. Syftet med denna analys var att unders\u00f6ka antalet kandidater som genomg\u00e5r v\u00e5r bed\u00f6mning inom en rad parametrar och branscher. <\/p>\n\n\n\n<p>F\u00f6r att unders\u00f6ka denna fr\u00e5ga samlade vi in data fr\u00e5n 43 unika kundorganisationer och 12 bed\u00f6mningar. Kunderna representerade tillverknings-, detaljhandels-, service- och h\u00e4lsov\u00e5rdsbranschen. Antalet granskade kandidatposter var 887 110. Efter analys framtr\u00e4dde en tydlig trend i data: slutf\u00f6randegraden \u00e4r h\u00f6g! Kandidater som p\u00e5b\u00f6rjar bed\u00f6mningarna avslutar dem ocks\u00e5, oavsett l\u00e4ngden p\u00e5 testet. <\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Att gruppera bed\u00f6mningarna i kategorier hj\u00e4lper till att rama in resultaten:<\/h5>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Gallringsbed\u00f6mningar (20-30 minuter) har en slutf\u00f6randegrad p\u00e5 i genomsnitt 97,3 %. Denna slutf\u00f6randegrad \u00e4r densamma oberoende av bransch \u2013 tillverkning, service\/detaljhandel och h\u00e4lsov\u00e5rd.<\/li>\n\n\n\n<li>Professionella\/ledarskapsbed\u00f6mningar, vilka vanligtvis \u00e4r l\u00e4ngre (45-60 minuter) och ligger l\u00e4ngre ner i rekryteringsprocessen, har ocks\u00e5 en h\u00f6g slutf\u00f6randegrad p\u00e5 cirka 95 %.<\/li>\n\n\n\n<li>De l\u00e4ngre (70 minuterna), omfattande bed\u00f6mningarna p\u00e5 ing\u00e5ngsniv\u00e5, vilka vanligtvis \u00e4r placerade \u00f6verst i rekryteringstratten, inkluderar sv\u00e5ra probleml\u00f6sningssektioner och interaktiva multimediasimuleringar \u00e4r \u00e4nd\u00e5 v\u00e4ldigt h\u00f6ga, 89,3 %. Vissa kandidater som endast \u00e4r passivt intresserade av en tj\u00e4nst kan hoppa av i det h\u00e4r skedet eftersom de \u00e4nnu inte investerat psykologiskt i tj\u00e4nsten, p\u00e5 grund av denna \u00f6kade efterfr\u00e5gan. Detta kan fungera till arbetsgivarens f\u00f6rdel \u2013 om en kandidat inte \u00e4r intresserad av att genomf\u00f6ra en jobbrelaterad simuleringsbaserad bed\u00f6mning, \u00e4r han eller hon verkligen intresserad av jobbet? Kanske v\u00e4ljer kandidater som kanske inte slutf\u00f6r bed\u00f6mningen att sj\u00e4lva hoppa av rekryteringsprocessen och uppn\u00e5r \u00e4nd\u00e5 det resultat du vill ha.<\/li>\n<\/ul>\n\n\n\n<h5 class=\"wp-block-heading\">H\u00e4r \u00e4r n\u00e5gra slutsatser f\u00f6r att sammanfatta r\u00f6nen om kandidaterna:<\/h5>\n\n\n\n<ul class=\"wp-block-list\">\n<li>N\u00e4r kandidater p\u00e5b\u00f6rjar en bed\u00f6mning \u00e4r sannolikheten stor att de slutf\u00f6r den, oavsett testets l\u00e4ngd.<\/li>\n\n\n\n<li>Alla v\u00e5ra bed\u00f6mningar har h\u00f6g slutf\u00f6randegrad.<\/li>\n\n\n\n<li>Slutf\u00f6randegraden varierar beroende p\u00e5 omfattning, volym och placering i rekryteringsprocessen.<\/li>\n\n\n\n<li>Farh\u00e5gorna f\u00f6r att kandidaterna kommer att hoppa av en rekryteringsprocess n\u00e4r de v\u00e4l inlett en bed\u00f6mning st\u00f6ds inte av data.<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-media-text alignwide is-stacked-on-mobile\"><figure class=\"wp-block-media-text__media\"><img decoding=\"async\" width=\"640\" height=\"828\" src=\"http:\/\/talogy.com\/wp-content\/uploads\/2022\/01\/cta-advice-guide-cover-improving-hiring-efficiency-and-candidate-experience.jpg\" alt=\"\" class=\"wp-image-5417 size-full\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2022\/01\/cta-advice-guide-cover-improving-hiring-efficiency-and-candidate-experience.jpg 640w, https:\/\/talogy.com\/wp-content\/uploads\/2022\/01\/cta-advice-guide-cover-improving-hiring-efficiency-and-candidate-experience-232x300.jpg 232w\" sizes=\"(max-width: 640px) 100vw, 640px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<h4 class=\"wp-block-heading\">F\u00f6rb\u00e4ttra rekryteringseffektiviteten, \u00e4ndam\u00e5lsenligheten och kandidatupplevelsen<\/h4>\n\n\n\n<h5 class=\"wp-block-heading\">En praktisk r\u00e5dgivande guide f\u00f6r 2022 och fram\u00f6ver<\/h5>\n\n\n\n<p>Att hitta bra talanger \u00e4r en kamp. Den intensiva, v\u00e4rldsomsp\u00e4nnande konkurrensen om r\u00e4tt talang kr\u00e4ver att organisationer utformar b\u00e4ttre, friktionsfria rekryteringsprocesser. <\/p>\n\n\n\n<p>Ladda ner v\u00e5r r\u00e5dgivande guide f\u00f6r att f\u00f6rst\u00e5 hur du bygger en b\u00e4ttre rekryteringsprocess 2022. Du kommer att kunna l\u00e4sa mer om:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hur man verkligen behandlar rekrytering som en dubbelriktad process<\/li>\n\n\n\n<li>Vilka de nya f\u00f6rv\u00e4ntningarna \u00e4r p\u00e5 talent acquisition och rekryteringschefer<\/li>\n\n\n\n<li>Hur man maximerar process och effektivitet<\/li>\n<\/ul>\n\n\n\n<p>Forskning har visat att 83 % av de s\u00f6kande s\u00e4ger att en negativ rekryteringsupplevelse skadar deras bild av organisationen. Med de r\u00e5dande marknadsvillkoren f\u00f6r kandidaterna har organisationerna inte r\u00e5d en med en allt annat \u00e4n optimal rekryteringsprocess. <\/p>\n\n\n\n<p>V\u00e5r r\u00e5dgivande guide visar dig n\u00e5gra av de viktigaste \u00f6verv\u00e4gandena f\u00f6r att f\u00f6rb\u00e4ttra effektiviteten, \u00e4ndam\u00e5lsenligheten och kandidatupplevelsen.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/info.talogy.com\/sv-se\/forbattra-rekryteringseffektiviteten\" target=\"_blank\" rel=\"noreferrer noopener\">Ladda ner nu<\/a><\/div>\n<\/div>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>F\u00f6rra veckan publicerade jag ett blogginl\u00e4gg om varf\u00f6r kortare bed\u00f6mningar inte \u00e4r svaret p\u00e5 de rekryteringsutmaningar som dagens konkurrensutsatta arbetsmarknad inneb\u00e4r. Organisationer oroar sig \u00f6ver att kandidaterna hoppar av under urvalsprocessen; en vanlig farh\u00e5ga som vi h\u00f6r fr\u00e5n kunder handlar om l\u00e4ngden p\u00e5 v\u00e5ra medarbetarbed\u00f6mningar och sannolikheten f\u00f6r att en kandidat fullf\u00f6ljer den. Enligt bepr\u00f6vad [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":104476,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"custom_post_author_id":"106220","footnotes":""},"categories":[206],"tags":[],"tax_topic":[398],"tax_industry":[584,585,586,583,592,590,589,587,591,588],"class_list":["post-32920","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blogg-sv","tax_topic-kandidatupplevelse-engagemang","tax_industry-energi-allmannytta","tax_industry-federal-regering","tax_industry-finans-forsakring","tax_industry-fordon","tax_industry-kommun-landsting","tax_industry-offentlig-sektor-sv","tax_industry-professional-services-sv","tax_industry-sjukvard","tax_industry-tillverkning-sv","tax_industry-tillverkning"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Hur k\u00e4nner kandidaterna egentligen inf\u00f6r att genomf\u00f6ra medarbetarbed\u00f6mningar? | Talogy<\/title>\n<meta name=\"description\" content=\"\u00c4r du orolig f\u00f6r att kandidaterna kommer att hoppa av en rekryteringsprocess n\u00e4r de v\u00e4l inlett medarbetarbed\u00f6mningen? H\u00e4r \u00e4r anledningen till att du inte borde vara det.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/talogy.com\/sv\/blog\/hur-kanner-kandidaterna-egentligen-infor-att-genomfora-medarbetarbedomningar\/\" \/>\n<meta property=\"og:locale\" content=\"sv_SE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Hur k\u00e4nner kandidaterna egentligen inf\u00f6r att genomf\u00f6ra medarbetarbed\u00f6mningar? | Talogy\" \/>\n<meta property=\"og:description\" content=\"\u00c4r du orolig f\u00f6r att kandidaterna kommer att hoppa av en rekryteringsprocess n\u00e4r de v\u00e4l inlett medarbetarbed\u00f6mningen? 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H\u00e4r \u00e4r anledningen till att du inte borde vara det.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/talogy.com\/sv\/blog\/hur-kanner-kandidaterna-egentligen-infor-att-genomfora-medarbetarbedomningar\/","og_locale":"sv_SE","og_type":"article","og_title":"Hur k\u00e4nner kandidaterna egentligen inf\u00f6r att genomf\u00f6ra medarbetarbed\u00f6mningar? | Talogy","og_description":"\u00c4r du orolig f\u00f6r att kandidaterna kommer att hoppa av en rekryteringsprocess n\u00e4r de v\u00e4l inlett medarbetarbed\u00f6mningen? 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