How to Evaluate Candidates After Interview
Selecting job candidates through interviews is not easy. This would be a complicated decision and could have major consequences. The selection of candidates who go through the face-to-face interview process is difficult, especially when conducting virtual based recruitment.
If you have a candidate who meets the final stages of the hiring process, how will you decide which candidate to hire? Most employers will answer this question with an evaluation of the candidate after the interview.
However, what should be considered in the evaluation after the interview? To that end, here are some things you should know about post-interview evaluations.
Why is Post-Interview Evaluation Important?
The longer the candidate search process, the more costs will be incurred. If you hire the wrong employee, the company can lose productivity for weeks or even months.
The evaluation process after the interview can not only be carried out by the HRD department, but also employees who work directly as supervisors. Make sure that the candidate fits all the desired criteria. That way, the process of accepting new candidates will be faster so you can avoid hiring mistakes.
One of the main things that recruiters should avoid is being biased towards candidates. Bias in the interview process will cause a lack of variety and a decrease in the quality of applicants in the company.
To avoid bias, make a list of questions before the interview process. Not only your team, also ask interested parties regarding things that need to be asked of the candidate. You should also be able to collect the same information from all candidates.
If you have the information, you can compare the answers of the candidates who roughly fit the position. After that, create a scorecard to rank the candidates. That way, you'll see how high and low the candidate's points are.
During the interview process, be careful not to gather enough information about the candidate. This is very important to be used as a comparison, especially regarding the specific data of the candidates, which is the most effective way to conduct interviews.
How to do an evaluation after the interview?
For evaluation to be effective, those responsible for making decisions must discuss and determine how candidates will be assessed. However, there is no surefire way to do this because every company's needs are different.
One company may put skills first, while another may view the candidate's attitude and behavior as more important. However, here are some things to consider when conducting an evaluation after the interview:
- educational background
- relevant work experience
- special skill
- ability to work in a team
- ability in leadership
- critical thinking and problem solving skills
- communication skills
- attitude and work motivation
- reference
- body language
- social media footprint
List the skills required for the related position. If you're hiring for a technical position such as a software developer, find out what employees will be doing on the job. For example, how to interact and communicate directly or face to face.
After deciding what to look for, it is time to establish a post-interview evaluation process that includes certain criteria. These criteria need to be discussed by all parties involved, be it HR, supervisors, and possibly company leaders.
While an after-interview evaluation can help with the hiring process, nothing can predict a candidate's performance after being hired. However, with this the company can minimize mistakes in hiring candidates who are not productive or professional and can improve the quality of new employees in the company.
The main key needed at the recruitment stage is someone who is able to make a good selection. To optimize the ability of assessors, provide the ability to observe, interview, and integrate behavior according to the principles of the assessment center through the Improved Assessor Capabilities program.