Friday, August 19, 2022

How To Evaluate An Interview Candidate

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Dont Succumb To Pressure To Hire A Flawed Candidate

Hiring hack: How to better evaluate your candidates | Simon Sinek | Big Think

Deciding whether or not to hire a candidate who lacks relevant experience in your industry, has an unconventional background, or has some glaring weaknesses is not easy. We live in a world that is uncertain, ambiguous, and complex, says Fernández-Aráoz. The fact is, you dont know what the job youre hiring for will look like in a few years, let alone how this candidate will adapt to those changes. When youve got a slate of flawed candidates, he adds, the best you can do is figure out who is closest to the level required for the job and look at whos the most likely to develop into the role with the right type of support. But dont be impetuous or too quick to give into pressure from your boss to fill the position quickly, says Sullivan. You must weigh the cost of a vacancy with the cost of hiring a Homer Simpson, especially for a critical, high-risk position. Simply put, dont hire someone whos just pretty good for a high-priority job. Its basic risk management, says Sullivan.

Check Social Media Accounts

In todays digital world, its important to check a candidates social media accounts before making a hiring decision. A quick search can give you valuable insights into a candidates character and how they might represent your company if hired.

If you find any red flags, such as posts that are inappropriate or unprofessional, you may want to consider another candidate. However, dont disqualify someone solely based on their social media presence instead, use it as one tool in your overall evaluation process.

How Do I Evaluate A Candidate After An Interview

First, try to evaluate the candidate right away. That is to say, do your assessment immediately after the interview. Consider blocking time right after your interview to get it done. By completing your assessment right away, you ensure that the interview and the candidate’s performance are still fresh in your mind. Having notes will help, but the sooner you evaluate the candidate, the more accurate your evaluation will be.Next, ideally, you were responsible for assessing the candidate on one or more job-related skills. If thats the case, your goal is to objectively evaluate their skill level. Having predefined skill-level anchors is ideal for objectivity and for normalizing across candidates and interviewers. Having a numeric scale is great, so long as the points on the scale are adequately defined and you and other interviewers use them consistently.Last, leave any additional comments or thoughts if you have them. If your assessment will be reviewed by the hiring manager, a recruiter, or reviewed as part of a debrief, extra commentary can help qualify your answers, spark further discussions, or identify patterns across interviewers.

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Take A Clear Stance: To Hire Or Not

For example: Hire. showed a solid grasp of the cybersecurity risks a company of our size faces in our industry, was able to clearly communicate them and lay out their solutions, demonstrated an understanding of the human dimensions of IT work and was candid about mistakes made on past contracts and what they did to recover from them.

You can include a similar binary yes/no question about the candidates experience level, with a clear and succinct summary of whether you think the experience cited on the clients resume is directly relevant to the role theyre applying for and why.

Top 5 Questions To Assess Job Candidates Past Performance

Berikut 2 Candidate Interview Evaluation Form, Paling Seru!

Here is our list of the best questions to ask to assess past performance:

  • In your past jobs, would you say you were a High, Medium or Low performer? This is a question that can easily reveal the honesty of the candidate. Most candidates will want to say High but may fear that saying so would open a can of worms. Again, if they say they were medium or Low, then they run the risk of being rejected. After all who wants to hire mediocrity? In most cases, the response will be High-Medium or Medium-High the blind spot between Excellent and Mid-Level performers.

  • What were the challenges you faced in performing better? This is again another quick question that helps you assess the intent of the candidate to take responsibility. If the candidate tries to externalize the factors for non or low performance, then there is a possibility that the person is a finger pointer than someone who is focussed on doing the best and improving

  • What is the support you require to be high performing? This question helps reveal the sense of ownership & self-dependency of the candidate. Typically, an emotionally responsible person will ask for clarity on goals and how they are measured, real time feedback, etc. A person who is needy is going to ask for Managers help, team members support, employee motivation programs etc.

  • So, there you go. Get answers to these questions and check back whether our pointers are helping you assess and identify the best candidates for the job.

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    Screen Cvs & Create A Shortlist

    Screening CVs can be a lengthy and time-consuming process. You dont want to rush it as not paying enough attention to CVs or cover letters is a sure-fire way to miss the best candidates. Outsourcing to an experienced recruitment consultant can streamline the process as well select a small batch of the most qualified applications for you to look through or take it one step further and choose the candidates thatll receive an interview invite.

    Great Hires Start From Great Interview Feedback

    These are guidelines we created for the product design team at Thumbtack for writing more consistent, balanced and useful interview feedback. While were focused on hiring product designers, user researchers and content strategists, we think these best practices can apply to almost any role.

    As a growing product design team at a growth-stage startup, weve interviewed hundreds of candidates over the past year for our product design, user research and content strategy roles. Since our candidates meet 68 people from our team during an onsite interview, its important that our team is consistently calibrated, and that our candidates are evaluated as fairly as possible. We drafted the following guidelines last year, and since training the team on them weve seen a big improvement in our overall recruiting process.

    Also Check: How To Have Good Interview Skills

    Whats A Screening Interview And How Is It Different From A Regular Interview

    A screening interview is typically the first interview a candidate has with a company. It quickly qualifies the candidate for or eliminates them from further evaluation so that no one is wasting their time. Here are some key things to know about screening interviews:

    • Screening interviews are typically done over the phone by the hiring manager or a recruiter and last 15 to 30 minutes.
    • Especially for startups, but even for larger companies, the screener will typically spend some time selling the candidate on the company or role.
    • Its common for the screeners to ask candidates to walk through their background to get a more detailed view of their experience and skills. If specific experiences are more relevant, it may make sense to focus the candidate’s attention there.
    • While you dont have a ton of time, if there are mission-critical skills, certification, or education requirements, its worth verifying required qualifications or posing a question or two to get an early read on the candidates skills or experience in these areas.
    • Use the time to get signal on the candidates 1) interest in the job, including its responsibilities or objectives, and 2) expectations about compensation. If you dont disclose compensation in your job description, this is a good time to align with candidates.

    How To Rate Candidates After Interview: 21 Tips

    Prepare for Your Google Interview: Systems Design

    Hiring is a great decision for any organization. A wrong selection of a single candidate can lead to greater problems as the companies invest a lot in recruiting the employees. And a wrong candidate can lead the company to wrong path.

    This can be prevented only after you end with taking interviews and rate candidates on right measures. So here are some of the ways by which one can rate the candidates:

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    Structure Is The Starting Point For Productive Interview Feedback

    When youre vetting candidates, you want to be able to compare them with each other on an apples-to-apples basis by seeing how they performed in response to the same questions, what they bring to the table when asked about their problem-solving skills or why theyre interested in your company. You will need a standard series of questions and a consistent format for evaluations.

    This kind of structured interview can also provide you with opportunities to safeguard against unwitting biases in the hiring process. You can ensure your process is compliant with equal opportunity laws and regulations and lined up with your companys ethical philosophy and overall vision. Plus, youll be able to evaluate candidates effectively.

    Designing And Scoring A Job Interview With An Interview Assessment Template

    The behavioural or situational-based interview is one of the most reliable selection tools in the recruitment toolkit.To get the best possible information to make your final decision to hire, its critical to take the time to determine what you need to ask in a particular job interview. Specific interview questions will vary based on the job or role.

    It is a good idea to ask, score and comment on the same set of interview questions for each candidate who is applying for the same job. This ensures you give each interview candidate the same opportunity to provide the same type of information. This helps you compare apples to apples and differentiate successfully.

    To fully realize the effectiveness of your interview questions, design the questions so that they are:

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    Who Should Participate In Your Interview And Why

    Its crucial to involve your team in the hiring process to drive good hiring decisions, give candidates a realistic preview of their future team, and gain buy-in before a new employee starts. Here are some tips for who to include:

    • Include people who are well suited to evaluate the most critical skills for the job.
    • Include people who will represent your company well and be able to answer candidates questions.
    • Include people who will work with the new hire this allows candidates to meet their future colleagues and helps the team buy-in early on hiring decisions.
    • Include a diverse group of people to make sure your hiring process is as inclusive as possiblevital if you are trying to increase diversity and inclusion across your company or team.
    • To keep evaluation consistent, be consistent with who you include in each interview step: the same interviewer or interviewers should conduct a given interview.

    Keep All Comments In One Place

    Interview Evaluation Form

    Exchanging emails to share feedback may result in clogged inboxes and miscommunication Instead, use a shared document or a platform that all team members can access at any time. And ask team members to write down their feedback right after the interviews, when the conversation is still fresh in their minds.

    Read Also: What Questions Do You Ask In An Interview

    Why Is Previous Job Performance Assessment Important

    Of course, there is a school of thought that may ask out loud, why is previous job performance important?

    After all, if the employee was a high performer, any organization will ensure that the employee is retained, motivated and provided the best opportunities to continue performing.

    And if that is how it is so, then why will a high performer want to leave the organization?

    If the reason is compensation, then is that the only reason why we should be hiring the candidate because anyways, tomorrow there will be someone else offering higher and there will be no way to retain such people.

    Thus, isnt it counterintuitive to try to dig into past performance and run the risk of making a wrong judgement?

    How Can I Make Sure Candidates Have A Good Experience When They Interview With Me

    Interviews naturally make people nervous. To ensure a good interview experience, you can make a conscious effort to reduce candidates anxietythis can and should start well before the actual interview and continue after.

    • Make sure the candidate knows what to expect and can prepare. Feeling prepared is one of the best ways to reduce interview anxiety. Enable that by being transparent with your interview process and interview questions and generally over-communicating. Also, the more prepared candidates are, the more likely they are to feel that the interview is fair and that they can be successful.
    • Be positive, welcoming, and empathic. Remember, interviewing is generally NOT fun for candidates. However, being polite, warm, and understanding, can ensure that candidates time with you is positive.
    • Make an effort to connect with the candidate right away. If this is your first meeting, introducing yourself is a great place to start, followed by asking the candidate about their background.
    • Be respectful and thankful for the candidates time. Candidates who elect to interview with you invest their time and energyyou should be grateful for that. You can thank candidates at the start of the interview, at the end, or both, and if candidates send you a thank you email, be sure to reciprocate.

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    How To Train Your Hiring Team To Give Effective Interview Feedback

    Arrange meetings or mini-workshops with hiring teams to guide them on effective post-interview communication. Use our examples below when you want to coach team members to:

    Justify their choice to disqualify or move a candidate to the next hiring stage.

    Examples:

    I dont think we should move forward with the candidate at this point, as they lack experience in XYZ software which is a must-have for this role.

    I dont think we should move forward with the candidate at this point I just get a feeling they wont be a good fit.

    Raise concerns about candidates skills, behaviors, potential or overall interview performance.

    Examples:

    This candidate has extensive work experience, but Im not sure whether would stay motivated in this role for long. Itd be worth discussing their career goals in the next interview.

    This candidate has extensive work experience, but Im not sure whether is the kind of person the team would like to hang out with.

    Make well-rounded hiring decisions.

    Examples:

    This candidate is familiar with our company and showed interest in learning more about our upcoming projects. Considering notes about the candidates performance on the assignment, I think will be a very good fit for this role and the company in general.

    This candidate passed the technical test, so I think we should move on with a job offer.

    Provide information that could be useful in the future

    Examples:

    Based on assignment, this candidate isnt qualified for the role.

    Write Consistent Structured Feedback

    Evaluating candidates in Recruitee

    Following a consistent format helps make writing faster and more efficient you dont have to write an original custom piece of feedback for each candidate. A consistent format also helps the hiring panel understand and review the entire feedback packet more effectively. Its easier to compare and calibrate feedback when everyone uses the same structure.

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    How To Create An Interview Rating Sheet

    Set measurements and requirements as a team:

    • Make sure the criteria that you will be assessing candidates on is agreed upon by a diverse group of people. Make sure everyone on the team has had a chance to input here. This will help make sure that all the scoring criteria is relevant and that nothing important has been left out. This will also allow you to make sure you have interviewed the candidate on all technical aspects required for the job.

    Make sure the scoring system is clear:

    • This one almost goes without saying. Make sure you have a clear scoring system and be explicit in it. For example if you are using a 1 to 5 system, make sure you have clearly stated on the form that 1 is poor and 5 is excellent. This will help clear up any costly confusion.

    Allow room for comments:

    • Encourage and focus on a clear rating system, but still leave room for comments. Candidates are always full of surprises and unique value propositions. Make sure your sheet has a place for interviewers to write down comments under each section on the sheet.

    Develop Objectives For The Position

    If you havent already done this, developing a list of objectives for the position will allow you to define the questions you need to ask a candidate in a very specific manner. Youll be able to assess the needs for the position and refresh your memory on the overall qualities the candidate needs to possess in order to meet your objectives.

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    The Interview Feedback Review Process

    How do you evaluate candidates without a systematic way to rate them?

    Lets consider a common scenario.

    You currently have a mission-critical position to fill and a fairly tight deadline to hire a qualified person. You have posted the position on your website and other outside resources like LinkedIn, Monster, CareerBuilder, Indeed and Craigslist.

    What comes next is a stack of resumes. Followed by the interview process. Youre competing with many other companies to find the best talent. Therefore, you cant afford a slowdown in your process.

    The top candidate could be hired by your competitor. The most desirable candidates are off the market in 10 days.

    But you need to proceed strategically so you dont hire the wrong person.

    You pick up the first resume and encounter some mission statements like

    • Motivated individual seeks challenging position for personal and professional growth
    • Industry expert and thought leader available to implement revenue-ramping methodologies.
    • Professional guru with proven track record of driving key performance metrics seeks next challenging opportunity.

    and you then proceed to read through four more pages of the resume.

    The next step in the process is to make every effort to forward only the best applicants to your manager for review, so you dont waste the managers time and earn his/her confidence that you understand their critical needs.

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