So you have just finished a round of 5 interviews, and most of the candidates seem to be competent enough; how are you going to select the right person? With so many factors influencing hiring decisions, and so much risk of making the wrong hire, you need a method for quickly, effectively, evaluating each of the candidates. Use Demand Metric’s Interview Evaluation Matrix to eliminate the guesswork.
What are Decision-Making Criteria for Hiring?
- Relevant Experience - Has the candidate worked in your industry before? Have they demonstrated a deep understanding of your business? How recent is their relevant experience? What are their academic credentials?
- Skill Set - does the candidate have the leadership, communication, problem-solving, analytical, project management, technical, performance measurement, and general management skills required for the position?
- Professionalism - did the candidate offer references? Were they on-time and professionally dressed? Was their attitude calm and confident? Do you feel that the answers to your questions displayed honesty and integrity?
- Knowledge of Position - do you feel that the candidate really understands what it will take to be successful in this job? Did they provide a plan of attack to take your organization from its current state to the goal state?
- Personality & Fit - is this candidate a good fit for your company culture? Did everyone else agree that this person would be well received by staff? How enthusiastic and self-motivated do you believe this candidate will be?
- Be Prepared - use Demand Metric’s Interview Questions Tool to create a set of standardized questions you can reuse for future interviews.
- Conduct your Interviews - use your Interview Questions Tool to control the discussion. Listen carefully to each response and read body language.
- Evaluate Each Candidate - use our Interview Evaluation Matrix to conduct an apples-to-apples comparison for each of your candidates.
- Make the Hiring Decision - use your evaluation to select the right person.