Download a Free Sample Job Interview Score Sheet
Job Interviews
Job interviews serve the purpose of the employer and the potential employee meeting for a face-to-face interaction, with the employer getting a chance to assess first hand the suitability of the candidate for the position. In large firms, interviews usually serve to reinforce and validate the candidate’s performance in other selection methods such as written tests, psychological tests, assessment centers, and others. In many small firms the interview serves as the sole selection method.
Large organizations may have multiple interviews, such as a preliminary interview to shortlist candidates, a detailed technical interview to assess the candidates’ technical competency, behavioral and psychological interview to determine the candidates’ suitability for the job, and more. Small organizations may combine all these different interviews into one interview, or may conduct only a general interview with the interviewer asking random general and technical questions.
Sample Job Interview Score Sheet
One of the good tips for conducting job interviews, regardless of the nature or type of job interview, is to use a score sheet that allows the interviewer to make a structured and formal assessment of the candidate’s skills and competencies during the interview process.
You can download a sample job interview score sheet from our Media Gallery here.
The sample job interview score sheet is self-explanatory. It’s divided into three sections: general questions, specific questions, and compatibility questions.
General questions contain 12 of the most common generic questions that most interviewers ask, regardless of the type of interview.
Specific questions are technical questions and depend on the skills required for the post. The sample scoring sheet has provisions for ten such technical questions. Fill up the same depending on the nature of the job. For example, if the interview is for a marketing position, sample questions could be “What is a marketing mix” “Give one example of a marketing campaign that has attracted eyeballs in recent times,” and the like.
Compatibility questions are questions related to pay, work timings, and other factors. All other factors being equal, such factors can make or mar a candidate’s chances. For instance, an excellent candidate might still not get the job if salary expectations remain way beyond the company’s ability to pay. The sample questionnaire lists three general compatibility questions. Add more, as required, depending on the nature of the job.
Scoring Instructions
Score each question on a scale of 0 to 5 and at the end, total the score. Rate not just on the quality of the answer, but on the candidate’s self-confidence, depth of knowledge, communication skills, and honesty when answering the question. If necessary ask follow up probing questions and provide a score after that.
The provision to weigh the score exists. For instance, if the employer requires a highly technically skilled worker, provide a weightage of two technical questions. In such cases, multiply the total score for technical questions by two to obtain the final score for the candidate.
Clarifications
Sample job interview scoring sheets by default suits a small organization that conducts only one interview. The sheet can, however, be customized for multiple interviews. For a preliminary screening interview, use only the general questions and compatibility questions, and for a second round of technical interviews, use only the specific questions.
When more than one interviewer speaks to the candidate, each interviewer needs to use a separate sheet, and the ratings of different interviewers totaled and averaged.
Success of the interview process depends on the correct use of the job interview score sheet. However, while the interview score plays a major role in candidate selection, it rarely becomes a conclusive or stand-alone determiner of employee performance.
Please be sure to check out the other tips and strategies found in Bright Hub’s HR Guide for Recruiting and Retaining Employees.
References
This article is based on the author’s experience as a Human Resource Professional, conducting many job interviews over a decade.
Image Credit: flickr.com/Wouter Kiel
