How and why it is important to evaluate candidates?
For a successful post-interview evaluation to occur, those in charge of making the hiring decision need to sit down and define how the final candidates will be judged. It is not easy to say exactly what this process should look like because every business is different. While one business might hold items like “cultural fit” in high regard, another company might view “technical skills” as a more desirable trait.
Below are examples of criteria that businesses use while conducting a post-interview evaluation:
· Educational background
· Relevant work experience
· Specific skills or “technical skills”
· Ability to work in a team environment
· Leadership qualities
· Critical thinking and problem solving
· Communication skills
· Attitude and motivation
· Quality references
· Body language
· Social media/web presence
So how do you decide which items to use?
Hire based on a prioritized list of skills (both hard and soft) needed for the job. If you’re hiring for a technical position, such as a software developer, examine what the day-to-day would be like for that individual. Will they need to interact with others? Will they need to be able to effectively communicate through email? Is there a specific skill set that your company desperately needs and is required for the position?
Once you decide on what you are looking for, it’s time to form an official post-interview evaluation process that includes the problems your organization is looking to solve and share it with all parties involved in future hiring efforts.
With interview evaluation process, those in charge of making the hiring decision have a set of criteria that they can use to make their final decision. This will speed up the process of on-boarding a qualified candidate, reducing the time and monetary cost of hiring.