The kit consists of evaluation forms for many positions to properly score an applicant’s interview performance.
Finding the right candidate is more challenging than ever especially during the Talent War. So, how can recruiters identify the most qualified applicant for the job? What are the right angles to spot the best person for the job?
The interview evaluation kit includes a general interview evaluation form and three interview evaluation forms for marketers, software engineers, and sales personnel. They consist of a numeric rating system that helps recruiters score applicants and make precise decisions with these results.
Read more on 10 effective ways to identify a good candidate in an interview to further facilitate the process.
There are many benefits companies stand to gain by employing the use of interview evaluation forms. These benefits favour not only the HR teams but also the hiring managers and candidates as well.
The benefits you gain from using an interview evaluation form are:
Having known the benefits of having an interview evaluation form, next, we look at the important items to include when creating a standard form.
While the content of an interview evaluation may be different due to the job specification tailored, there are certain items every standard evaluation form should have. These items are:
To objectively be able to do that, your interviewers should not rely on unreliable sources of feedback. Instead, Your interview evaluation form should have a clear scoring system. This is especially important if the interview involves more than one interviewer.
Having an evaluation form that rates candidates 1-5 can be risky as it may lead to confusion. Instead, identify what each number from 1-5 represents. The commonly used scoring system is 5 – Excellent, 4 – Good, 3 – Average, 2 – Below Average, and 1 – Poor.
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