Interviews are one of the most challenging tasks that many people face in their lives. That stressful time, with the interview panel sitting in front, sweaty palms, nervous thoughts, and the added pressure of delivering an excellent performance. An experience that everyone must go through to make it to their dream companies. An interview is just the place for you to showcase your skills and talents and project yourself as the ideal candidate for the company. The better you pitch, the more likely it is for you to get your dream. So, leave the nervousness aside and bring out her A-game!
Though the candidates have their struggles, on the flip side, so does the interviewer. Any recruitment process is a cumbersome process with various rounds attached to it. The steps involved in the process may vary from company to company, but roughly they are:
- A screening process where candidates are generally shortlisted based on their resume.
- A selection task can include a group discussion procedure, some submission, depending upon the profile offered.
- A telephonic interview, which is just a mini-interview conducted, for the selection of candidates for the final round.
- The final interview, which is the final step, where the conversation that you have in the interview hall, decides your fate!
The entire recruitment process is tiring for the interviewer as well. The responsibility of selecting the perfect candidate for the job that serves as the right fit for the company, the person that can add value to the company in the long run, the requirements are enormous. So, there are specific tips for the interviews for the interviewers on how to gauge a candidate. Some of these are:
- Do a background check of the candidate before taking the interview.
- Read the resume before diving into the question-answer mode.
- List down the questions that you want to ask the candidate.
- Make a structured plan for the interview process.
- Ask situation-based, out-of-the-box questions, and gauge the answers accordingly.
- Give the candidate the chance to speak more.
- Along with verbal communication, observe clues from non-verbal communication as well.
Interview Evaluation Form – What Is It And Why Is It Used?
An interview evaluation form will aid immensely in carrying out a fruitful interview. An interview evaluation form is a document where the interviewer can evaluate the candidate’s performance in various areas and even comparing it with other candidate’s performance. So, this document comes handy when hiring someone for the job. An interview evaluation form is useful for the following reasons:
- This form also helps in interviewing in a structured manner as it allows the interviewer to have an organized interview framework ready before-hand.
- As all the candidates are interviewed according to a pre-defined format, it also promotes fairness in the evaluation pattern.
- It also offers more precise and more in-depth insights regarding the candidate.
- Having data on the candidate, it also helps in the future training of the candidate.
- Evaluation biases are reduced because every candidate goes through the same evaluation process. So, having an exact interview evaluation form makes the interview process a little smoother.
How to Make Interview Evaluation Form?
An interview evaluation form is one of the essential HR tools used during the recruitment process. Different job profiles would evoke various evaluation forms depending upon the type of characteristics required by the company. But any evaluation form will roughly contain the following fields:
Basic Candidate Details: Some basic but mandatory details that include:
- Name of the candidate
- Position applied for
- Name of the interviewer
- The date of the interview was conducted.
- Contact details (may or may not be included) to have a clear record of the candidates interviewed.
Past relevant details: This includes the education details of the candidate, which can be relevant to the job profile applied for. It may consist of college degrees and any certification if done that enhances the chances of obtaining the job. This tab also includes the previous job experiences that may aid in the current job profile.
Candidate Evaluation Criteria: Now, this is the section that will be included in the form, but the parameters may vary depending upon the company, it’s requirements, the job profile, and many more. The main section of the form is used for evaluating the candidate’s performance based on interview performance, overall experience, and knowledge.
This part generally has a pre-defined grading system, where the candidates are given grades in various fields. The most commonly used grading pattern is a range of 1-5, where 1 generally indicates the “non-possession of the skill” and 5 indicates “extremely proficient in the skill.” Some of the evaluation criteria can include:
- General personality skills like working in teams, the ability to adapt to various situations, verbal ability skills.
- It is differentiating skills that answer the classic question of “what makes you different?”. Skills like leadership, time management, creative thinker, and many more. The skills that can put you one step ahead of your peers in the interview round.
- Skills that the job profile demands, like for a marketing job profile, communication skills, customer management skills, technical skills, etc., are mandatory. So different job profiles command different kinds of skills.
- Whether the employee is a fit to the organisation’s culture, the most important criteria as an organization fit are something that matters the most.
Overall review and comments: After evaluating the candidate on various skills, the decision of the interviewer is supreme. Here the interviewer writes about the impression formed of the candidate. Comments relating to whether the company should hire the candidate, reject or put the candidate on hold, comprise this section.
Sample Interview Evaluation Forms
These are some of the basic criteria each evaluation form should have. Some of the sample interview evaluation forms are provided below:
Sample 1:
Basic details:
| Name of the candidate: | Mr ABC |
| Profile applied for: | ABCDE |
| Date of the interview: | DD/MM/YYYY |
| Interviewer name: | Mr XYZ |
Evaluation criteria (Tick as per requirements):
| Criteria | Excellent | Strong | Average | Weak |
| Relevant education background | * | |||
| Relevant work experience | * | |||
| Communication skills | * | |||
| Leadership skills | * | |||
| Job-specific skills | * | |||
| Match to company’s values | * |
Review and comments:
(Give the comments according to the interview process and evaluating criteria).
Sample 2:
Basic details:
| Name of the candidate: | Mr ABC |
| Profile applied for: | ABCDE |
| Date of the interview: | DD/MM/YYYY |
| Interviewer name: | Mr XYZ |
Evaluation criteria (Scoring as per interview):
Here a rating scale of 1-5 is used for the evaluation of criteria.
Where, 1= Poor, 2=Below Average, 3=Average, 4=Good, 5=Excellent.
| Skills | Rating | Comments |
| Is the candidate’s educational qualification suitable for the job? | 12345 | …….. |
| Can the candidate highlight their strengths? | 12345 | …….. |
| Prior work experience | 12345 | …….. |
| Situational questions | 12345 | …….. |
| Aspirations of the candidate | 12345 | …….. |
| The motivation for the job? | 12345 | …….. |
| Prioritization | 12345 | …….. |
| Interest in the company | 12345 | …….. |
Sample 3:
Basic details:
| Name of the candidate: | Mr ABC |
| Profile applied for: | ABCDE |
| Date of the interview: | DD/MM/YYYY |
| Interviewer name: | Mr XYZ |
Evaluation criteria (Scoring as per interview):
Here a rating scale of 1-5 is used for the evaluation of criteria.
Where, 1= Poor, 2=Below Average, 3=Average, 4=Good, 5=Excellent.
Educational background: Does the candidate have the relevant educational knowledge required for this post?
Rating:
Comments:
Prior Work experience: Is the prior work experience of the candidate suitable for the current position?
Rating:
Comments:
Technical Qualifications: Does the candidate have the necessary technical skills required for the job?
Rating:
Comments:
Leadership ability: Does the candidate have the necessary leadership skills required for the job?
Rating:
Comments:
Communication skills: Does the candidate have good communication skills?
Rating:
Comments:
Candidate enthusiasm level: Interest level of the candidate for the job?
Rating:
Comments:
Overall comments and feedback:
……………………………………………………………………………………………….
These are some of the samples of the interview evaluation form. An interview evaluation form is a great tool to conduct the interview process seamlessly. Making the process less tiresome and easy. Interviews were and always will be an indispensable part of the entire hiring process, but tools like these help to lessen the burden. Make your customized evaluation process and ace this process!
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