How do you frame questions about performance evaluations post-interview?

When you've just wrapped up an interview, it's critical to reflect on the candidate's potential for growth and contribution to your team. Performance evaluations are a key tool in this process, and framing the right questions can help you gain deeper insights. These evaluations typically involve assessing a candidate's skills, competencies, and overall fit within the company culture. To effectively evaluate a candidate post-interview, it's important to ask questions that reveal not just their past achievements but also their ability to adapt, learn, and collaborate.

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1 Assessing Skills

In assessing a candidate's skills, focus on understanding how their abilities align with the job requirements. Instead of asking generic questions about their experience, delve into specifics by asking them to describe a project where they utilized a particular skill set relevant to the position. This approach allows you to gauge their proficiency and see how they apply their knowledge in real-world scenarios. Additionally, inquire about any new skills they've recently learned or are interested in developing, as this can indicate their commitment to professional growth.

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Sacchi Patel

Chief People Officer | Diversity Consultant. Previous: Stanford Medicine | Google | Facebook| | Wharton | Cornell
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Don't ask: The old tired questions about "weaknesses" or mistakes made Do ask: about some times where the candidate felt like they learned relevant skills on the job. Allow them to take a positive or negative spin on it. The important thing is to push them to draw out relevant examples from the work place so you can assess for alignment at your company's job

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2 Competency Insight

To gain insight into a candidate's competencies, you need to explore beyond technical skills and look at their behavioral attributes. Ask about a time they faced a significant challenge and how they overcame it. This question can shed light on their problem-solving abilities, resilience, and capacity to handle stress. You could also ask them to explain a situation where they had to work as part of a team, which will give you clues about their interpersonal skills and how they might fit into your existing team dynamic.

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3 Cultural Fit

Understanding whether a candidate will thrive within your company culture is just as important as assessing their skills and competencies. Ask them to describe the type of work environment in which they are most productive and happy. This question can reveal if they prefer a collaborative atmosphere or if they are more suited to independent work. Additionally, discussing their values and how they align with your company's mission can provide a strong indication of long-term compatibility.

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Sacchi Patel

Chief People Officer | Diversity Consultant. Previous: Stanford Medicine | Google | Facebook| | Wharton | Cornell
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Describe a typical day/week or tasks a new employee can see and then ask them to describe how they would organize their day around those tasks. How does the candidate like to break up their tasks? Do they consider collaborating with peers/managers? You can often get some sense how they work, what environments they prefer, and whether they work in a silo

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4 Future Goals

Inquiring about a candidate's future goals can offer valuable perspective on their ambition and direction. Ask where they see themselves in the next few years and how they plan to get there. This question not only provides insight into their career aspirations but also helps assess if their trajectory aligns with the opportunities your company can provide. It's essential for retaining talent and ensuring mutual benefit in the long run.

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5 Feedback Approach

When discussing performance evaluations, it's crucial to understand a candidate's openness to feedback and their ability to use it constructively. Ask how they have responded to feedback in the past and what they did with the information. This question can help you understand their self-awareness and willingness to adapt, which are important traits for personal and professional development within your organization.

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6 Decision Time

Finally, when it's decision time, consider how the candidate's responses align with your team's needs and goals. Reflect on whether their skill set, competencies, cultural fit, future goals, and approach to feedback make them the right choice for your team. Remember that the best candidate isn't always the one with the most impressive resume but rather the one who demonstrates the potential to grow with your company and contribute meaningfully to its success.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you frame questions about performance evaluations post-interview?

1

2

3

4

5

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7

1 Assessing Skills

2 Competency Insight

3 Cultural Fit

4 Future Goals

5 Feedback Approach

6 Decision Time

7 Here’s what else to consider

Business Management

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How do you frame questions about performance evaluations post-interview?

1

2

3

4

5

6

7

1 Assessing Skills

2 Competency Insight

3 Cultural Fit

4 Future Goals

5 Feedback Approach

6 Decision Time

7 Here’s what else to consider

Business Management

Rate this article

Thanks for your feedback

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