Any recruitment team worth their salt knows that the interview evaluation is perhaps the toughest part of the job. Whether you choose to conduct behavioural interviews or prefer to keep things more casual, in the end, a decision has to be made about the candidate that will be offered the position.
When you enter these final stages of the hiring process, the post-interview assessment can lead to tricky conversations about which qualified candidate is best suited to the job. After all, if you were to choose the wrong applicant, it could lead to some unwanted (and expensive!) employee turnover down the line. This is why making the right choice is so important.
Understanding The Purpose Of Interview Evaluation
Every organisation has its own hiring aims, but certain goals should underpin the appraisal process for all companies. This includes:
- Identifying and overcoming recruitment bias in your team to build a diverse and inclusive workforce that can give your company a competitive advantage.
- Paving the way for more effective recruitment, so the hiring process is as time-efficient and cost-effective as possible.
- Boosting your employer brand by providing a fair candidate experience, so every potential candidate leaves with a positive impression of your business.
- Selecting a candidate that will be a good cultural fit (over and above simply being able to do the job).
Here are a few insider tips to lay the groundwork for effective, transparent interview evaluations.
Top Tips For Transparent Interview Evaluation
Start With The Job Description
Start by writing a job description that attracts the right candidates. This is a bit more involved than you’d expect, but when you draw the right crowd from the start, it’s much easier to select the correct candidate in the end.
Approach it from a marketing angle. Draw up a list of accurate job requirements by drawing on input from your hiring committee, and use it to create a candidate persona. Once this is in place, you can then tailor job ad copy that appeals to this type of persona.
Be Fair And Consistent In Shortlisting Candidates
Your shortlisting parameters should be in place even before you make the calls to invite your candidates to an interview. Every person on your hiring team should know (and agree upon) the must-have qualities and skills a person should have to make the first cut.
When everyone is sure what you're looking for, it is far less likely that good candidates will be removed from the pool unfairly.
Interview Every Candidate In The Same Way
When you have a structured approach to the interview process, your final evaluation will be far simpler because you're comparing apples to apples. As such, you want to ask each applicant the same questions, and use the same yardstick to measure their responses.
If you interview each applicant in a different way, it is basically impossible to make an objective evaluation. Having a standardised scorecard for all members of the hiring committee removes this hurdle.
The hiring process can quickly become subjective when only one or two people are in charge of applicant screening. Involve your entire recruitment team in the process instead. When the power is taken from the individual and shared among the group instead, it is far easier to remain fair and transparent in selecting candidates that align with your company culture and values.
Leverage Quantitative Testing
Quantitative tests such as psychometric assessment, personality tests and measurements of intellectual capabilities are another way to build out candidate profiles. By drawing on results from tests like these, hiring teams can also be empowered to make more objective decisions.
Follow a Predetermined Checklist
When you are ready to sit down to conduct the interview evaluation, it helps to do so with the help of a predetermined checklist. Going down a list makes it easier to guide these conversations. Otherwise, these meetings can go on for hours, without any clear direction.
For instance, your team can start by discussing the relative merits of each candidate based on educational background, relevant work experience, technical skills, and leadership abilities. Then they could move on to communication skills, attitude and motivation, body language, web presence and social media footprint, etc.
The interview evaluation is the last piece of the recruitment puzzle. Start by focusing on job descriptions and fair shortlisting of candidates. Then interview each candidate the same way, screen collaboratively, leverage quantitative testing and follow a predetermined checklist. Following these guidelines make it far simpler to facilitate transparent candidate evaluations.