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Need Help Assessing Job Candidates? Try This Rating Sheet

written by: N Nayab•edited by: Ginny Edwards•updated: 9/14/2011

A job interview is an indispensable part of any recruitment process, and in small firms, very often the only component of the recruitment process. These sheets help evaluate the interview and make structured judgments.

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    First Impressions

    Interview Evaluation Report The purpose of the job interview is for employers to get a first-hand look at the candidate and engage in a face-to-face discussion to get an idea of how the candidate will perform on the job. Job interviews help employers assess the candidates basic and position-specific skills, delve into candidate’s portfolio, probe and discuss the candidate's resume, and allow the candidate to clear doubts and substantiate claims. The employers also get to make a first-hand assessment of the candidate's personality and other behavioral traits.

    Employers looking to interview candidates require sound knowledge of the position they plan to make for hire. Interview rating sheets can serve as a useful tool to evaluate each candidate based on the interview and to make structured judgments. To see how this work first download this free customizable job interview rating sheet.

    Image Credit: flickr.com/Alan Cleaver

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    Calculation

    The priority after downloading the job interview rating sheets is to customize the “Specific Skills" section of the questionnaire by adding the relevant questions or areas to be probed related to the subject area. For instance, if the interview is for a human resource professional, the “Specific Skills" area could include “knowledge of latest HR trends," “knowledge of labor laws," “ability to negotiate with staff and unions," “training skills" and “change management skills."

    The traits included in the “Generic Skills" set include confidence, openness, sincerity, communication skills including ability to display complete thoughts and answer questions, leadership skills, and adaptability to different situations. Such generic traits are basic requirements for any job. Interviewers need to infer the points from the discussions that take place during the interview.

    Professionalism is an extension of “Generic Skills" and broadly divides into two: grooming depending on the dressing sense, body language such as eye contact, and shake hands, and other factors, and the use of proper language without inappropriate slang. Like general skills, such generic traits also remain desirable for most jobs.

    The interview is the place to review the candidate’s portfolio. A portfolio lists the candidate’s qualifications, experience, and achievements by highlighting publications, grants, honors, awards, and other achievements.

    The remarks columns serve to substantiate the points awarded, and to jot down any exceptions such as a gray area, some subtle experience, or some work related exposure that may be of valuable importance to the organization, and other such factors for considering during short listing.

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    Additional Information

    The second part of the job interview rating sheets is the interview applicant evaluation form or a general review of the candidate, including years of relevant work experience, time required for joining, current and expected salary, and ability to substantiate claims made in the CV. These factors serve as additional or supplementary information to the assessment of the candidate's skills and expertise, and may find use to eliminate or accept candidates otherwise qualified or disqualified on purely expertise basis. For instance, an otherwise suitable candidate may face elimination if he cannot join the company before 60 days, and the nature of the vacancy demands that someone joins immediately.

    The recommendation made by the interviewer needs to be consistent with the ratings and remarks made in the sheet.

    Please be sure to check out the other tips and strategies found in Bright Hub's HR Guide for Recruiting and Retaining Employees.

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    Clarifications

    The sample job interview rating sheets fit most types of job interviews.

    One important consideration is that the points given need not be the final deciding factor to select candidates. The point may serve to rank candidates and prepare a shortlist to select candidates for the next round.

    When more than one interviewer interviews the candidate, each interviewer needs to use a separate sheet, and the ratings of different interviewers totaled and averaged.

    Success of the interview depends on the correct use of the job interview rating sheets.