ORCE stands for Observe, Record, Classify, Evaluate and is a methodology used to produce high-quality evidence about job candidates, which can be used to measure how well they performed throughout the recruitment process.
This approach is regarded by many organisations across the world as the leading strategy to employ when hiring new personnel.
Traditionally, recruiters used to rely purely on observing and then evaluating candidates, but ORCE added the ‘record’ and ‘classify’ steps to help professionals achieve a more objective, fairer final decision.
So, what do you need to bear in mind when applying ORCE?
Firstly, interviewers should be sure to make extensive notes of a candidate’s answers during an interview. This enables them to create a record of the applicant’s behaviour throughout the process and means that regardless of how many individuals are interviewed for the job, all the details of each encounter are not forgotten or altered by memory.
The reason why the notes need to record as much as possible is to allow for a clear overview of the candidate’s performance later on in the process. You should avoid the temptation to leave out information that you deem to be irrelevant at the time, as this could put the applicant at a disadvantage later on when you are assessing the wider context of their responses.
After recording the interview in this way, the next stage is to match up their answers against what you’ve specified is required of them in the job description. This is the ‘classification’ part of the process.
It is good practice to use a scoring system of one to five for each item on your criteria, applying weighting if necessary on how clear or relevant their answers are, before giving the candidate a final score. This is the final part of ORCE – evaluation – and should provide you with the answers you need regarding who is the best person for the job.
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