Interview Evaluation Operational Form

READING TIME 3 MINUTES

Interviewing a new candidate for a general role can be complicated. It can be too subjective, because the process is too simple and qualitative. It can be too complex, because the process is too detailed and objective. The question is, what is the simplest, yet powerful and consistent way to evaluate a candidate for a general role?

The key to manage a consistent process is about agreed checklist. It can be divided into two basic process. The analysis process and the decision making process. The analysis process is important to gather information from every candidate. The decision making process is important to decide which candidate to be chosen. This post will discuss more about Interview Evaluation Form, a simple tool to gather information from candidates.

Another post about Interview Evaluation Summary can be found on this link.


Interview Evaluation Form

As a human resource professional, it is important to have a consistent and structured process to make sure the interview process resulting an expected outcome. Interview evaluation form helps us to “standardize” the steps. So, the interviewer who may come from different background can focus to specific topics. It will reduce hiring bias caused by subjectivity from interviewer assumptions.

What to Include on Interview Evaluation Form

  • Basic Information: Applicant and Interviewer Name, Candidate Job Title, and Interview Date. Be careful on collecting too detailed and “unnecessary” data from your applicant. The simplest thing to remember: most of the time, we may not need detailed data about the applicant. If you need insight, send them an anonymous questionnaire!
  • Application Evaluation: There are three basic parts to be understand: yesterday, today, and tomorrow.
    • Yesterday, what have the applicant done in the past? It may about their background and education, or relevant work experiences. What have the applicant learn in the past? It is about their claim. The topic may not relevant sometimes, for example educational background and certifications. But, this is the clue: I don’t need your past paper-works or certificates, just tell me what have you done, how, why, and will you done something later if you accepted?
    • Today, what is the applicant doing now? This topic is important to get a better view about their today knowledge, skills, capabilities, and even their mindset. For example, the way the applicant explain about them today is a real-time demonstration about their communication skills.
    • Tomorrow, what will the applicant done later if they join the team? It is related most with the applicant interest, motivation, and their future potentials. It is the hardest part to measure. It is important to focus on the application mindset. Our today’s belief, pride, or even trouble will definitely affect our decision making the future.
  • Interviewer Note: This part gives the interviewer more flexibility on giving comments.
    • Candidate strengths. It is important to make sure the applicant match the expectation and “must-have” qualification.
    • Candidate weakness. The purpose to know this topic is to understand what is the further development required for the candidate. Nobody is perfect, and it requires strength and honesty to explain it as a leader.
    • Additional notes. This space required for the interviewer to
  • Overall Interviewer Recommendation: Hire, Not Hire, or Further Interview. Last but not least, a decision.

What to NOT Include on Interview Evaluation Form

  • Private Information: Keep it away. Other than data security, private information, such as ethnic, religion, race, gender, may lead to discrimination and unnecessary bias. We are trying to get the information as objective as possible.
  • Too Long and Circuitous Questions: This is not a detailed questionnaire. Keep it simple, but flexible enough to cover important impression about the applicants.
  • General Comments: Most of the time, the company wants to find someone who is strong, bold, structural, smart, etc. Those are characteristics which make someone different. While general comments are good, too general comments may lead to waste time. On the other hands, too much strong opinions are important to be captured. Keep it balanced.

Download a sample of Interview Evaluation Form

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