Using Interview Evaluation Criteria To Select The Best Employee For The Job

John Follett

Conducting interviews is one of the main responsibilities of an HR representative, however this job often falls to managers so they can select the best members for their team. In order to make the potential employee evaluations successful, there are certain criteria you want to be aware of before going into the interview. If your company or organization doesn’t have a list of interview questions, it’s important to make one so you can be sure to cover all the bases when conducting the interviews.

Interview Evaluation Criteria

First of all, it’s important to use active listening skills. This cannot be overlooked when considering interview evaluation criteria. Active listening skills help create a better impression of a person in your mind that you can remember later when comparing candidates. Try to relax so the interviewee feels more comfortable, and don’t be afraid to interrupt the conversation when the interview needs to get back on track. You want to make the applicant feel important and be courteous and sincere throughout the process. You also want to check for any gaps in their work history and check references and job records. Plan the interview so that you can devote a predetermined amount of time to the interview without being interrupted by current staff needs. Again, this is where having an outline comes in handy.

Avoid holding the interview in a noisy place and don’t keep applicants waiting longer than necessary. This only makes them more nervous. Rather than dominating the interview, simply ask the outlined questions and allow the applicant to carry much of the conversation. Avoid any personal questions and don’t waste time prolonging the interview if you think the applicant is not suitable to the job.

As the interviewer, you are the one creating the comfortable atmosphere, so greet the applicant with a handshake and clearly state your name and role in the company. Try to find some area of common interest to put the applicant at ease, and don’t wait for the applicant to offer cues. You’re in charge of the interview, so you take control of the conversation.

When evaluating applicants, be objective. Have a type of grading system by which all applicants are graded based on their answers to certain questions. This helps you keep your own emotions out of the process. If one applicant seems to have potential, keep that in mind, and try to appraise his or her qualification and temperament in terms of the available job. Keeping these criteria in mind will better ensure greater success in hiring a suitable employee.


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