Learn how to use post-interview evaluation forms for effective candidate rating in business management hiring processes.

In my experience, it’s also worthwhile keeping each applicant in mind and thinking about what feedback you could provide to each of them on how they could me more successful the next time they apply for a role.

How can you effectively rate a candidate using a post-interview evaluation form?

Hiring the right candidate is crucial for your business's success. Using a post-interview evaluation form can streamline the process and ensure a fair assessment. By rating various attributes and skills, you can compare candidates objectively. However, to do this effectively, you need to know what to look for and how to quantify the intangible qualities that might make someone the perfect fit for your team. This article will guide you through the process of using a post-interview evaluation form to its fullest potential.

1 Define Criteria

Before you begin evaluating candidates, clearly define the criteria on which they will be assessed. These should align with the job description and the skills, experiences, and qualities deemed essential for the role. Make sure your evaluation form includes specific competencies, such as technical skills, communication abilities, problem-solving aptitude, and cultural fit. Having well-defined criteria ensures that every interviewer assesses candidates on the same grounds, leading to a more objective selection process.

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Amy Murphy, PMP, CSPO

Program Manager at IntelliBridge
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Agree, in my experience, creating a rubric of sorts helps to focus the interviewers to ask the right questions. It’s super important that there is consistency across all interviews for the same role to avoid bias as much as possible.

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2 Use Ratings

Implement a standardized rating system on your evaluation form to quantify candidates' competencies and soft skills. This could be a numerical scale, such as 1 to 5, or descriptive labels like 'excellent', 'good', 'average', 'fair', and 'poor'. Ensure that all interviewers understand what each rating signifies to maintain consistency. Using a uniform rating system allows for easier comparison between candidates and helps to eliminate bias from the decision-making process.

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3 Include Notes

Encourage interviewers to include notes alongside their ratings to provide context for their assessments. Notes can highlight specific examples of a candidate's behavior or responses that influenced a particular rating. This qualitative data is invaluable when reviewing candidates who have similar scores or when you need to recall details about a particular interview. Detailed notes can also facilitate discussions among decision-makers when choosing between top candidates.

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4 Evaluate Fit

Assessing cultural fit is as important as evaluating technical skills and experience. Your evaluation form should include questions that help determine whether a candidate's values align with your company's culture. This might involve rating their responses to situational questions or their interaction with potential colleagues. Understanding a candidate's fit can be pivotal in predicting their success within your organization and how well they will integrate with the team.

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5 Review Consistently

Ensure consistency in your review process by having all interviewers complete their evaluation forms promptly after each interview. This practice helps to capture impressions while they are fresh, reducing the risk of memory bias affecting the ratings. Regular calibration meetings can also help maintain consistency, where interviewers discuss their scoring methods and adjust as necessary to align their assessments.

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6 Reflect Objectively

Finally, take time to reflect on the ratings and notes collected from all interviewers to make an objective hiring decision. Look for patterns in the evaluations, consider both high and low scores, and weigh the importance of each criterion in relation to the role. It is essential to consider the overall picture that emerges from the evaluations rather than focusing on one particular aspect or score.

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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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Kristen Bailey

Coach and Mentor; Education and Employment Leader; Experienced General Manager; Non-Executive Director for Motorsport Australia and Australian Institute for Motor Sport Safety; Motorsport Competitor
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In my experience, it’s also worthwhile keeping each applicant in mind and thinking about what feedback you could provide to each of them on how they could me more successful the next time they apply for a role.

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How can you effectively rate a candidate using a post-interview evaluation form?

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2

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5

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1 Define Criteria

2 Use Ratings

3 Include Notes

4 Evaluate Fit

5 Review Consistently

6 Reflect Objectively

7 Here’s what else to consider

Business Management

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How can you effectively rate a candidate using a post-interview evaluation form?

1

2

3

4

5

6

7

1 Define Criteria

2 Use Ratings

3 Include Notes

4 Evaluate Fit

5 Review Consistently

6 Reflect Objectively

7 Here’s what else to consider

Business Management

Rate this article

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