How to evaluate a candidate after job interview Bayt.com weekly report
Job interviews are the most informative part of the hiring process; during these sessions, the employer has the opportunity to ask many questions about the candidate, understand their experience and career motives, and also showcase the company and the benefits associated with the vacant position. However, as soon as the interview is over, the hiring manager is tasked with evaluating the candidate, their performance on the interview, and their suitability for the job.
Here are the steps that Bayt.com, the #1 Job Site in the Middle East, recommends using for evaluating candidates after the interview:
1. Primary criteria
Without doubt, a list of skills, academic qualifications, and work experience must be specified before even announcing the vacancy. However, as you commence with the job interviews, it is very helpful to boil down the list of your search criteria to the most critical ones. Create the primary list of 10-12 criteria that you will not compromise over. This will make it easier for you to exclude candidates who fail to meet the most essential requirements, and you can move on to the next steps with those who satisfy all of the primary criteria.
2. Score card
Comparing candidates against each other qualitatively is rather difficult. For instance, how do you know which candidate has better leadership skills? The answer is to use predesigned online tests that can verify the candidate’s skills. Alternatively, you can use a score card. Create a scale (one to 10 for example) to plot the skills and traits you require. Based on the candidate’s performance in the interview, as well as their qualifications, assign them the appropriate score.
3. Behavioral checklist
Evaluating a candidate should also include assessing their behavior during the interview, and under general circumstances. Consider, for instance, the candidate’s punctuality, body language, communication style, energy level, listening skills, and general interaction with prospective colleagues. Observing such behavioral traits from the moment the candidate arrives for their interview until they leave can be very telling about their work ethics and dedication to the job.
4. Reference checks
If you have gathered a reference list or some recommendation letters, which are extremely valuable assessment tools, then this would be the time to go through them. Make some phone calls and discuss the candidate’s qualifications and previous experiences. Gain as many details as you need and compare the answers you receive against what the candidate provided during the job interview.
5. Social media search
One of the easiest, yet highly informative, tools for evaluating the candidate post-interview is conducting a social media search. You can simply start with a Google search then go through specific sites such as Facebook, Twitter, or Instagram. Social media can be an honest revelation of the candidate’s personality, interests, and passion. Such information will help in deciding whether the candidate truly fits within the hiring team and company culture, or not.
6. Second interviews
Even if your hiring process typically includes one interview, do not rule out the possibility of having additional opportunities to sit with and talk to the shortlisted candidates. Having more than one interview, with varying styles, can be extremely useful for differentiating candidates who performed at the same level or if you are still missing some details from a candidate. It is also a good opportunity for the job seeker to re-assert their qualifications and be more comfortable in their seat.
7. Panel discussion
Whether you were the only interviewer or had a panel interview, you should feel free to seek out input and suggestions from your team. Talk to human resources, prospective peers and supervisors to gain their impression on the candidate. Hiring a new team member impacts many existing employees from different departments and their input can be highly influential. At the end of the day, as a hiring manager, you should be able to make a well-informed and objective hiring decision based on the goals and interests of the company. Bayt.com is the #1 job site in the Middle East with more than 40,000 employers and over 26,750,000 registered job seekers from across the Middle East, North Africa and the globe, representing all industries, nationalities and career levels.