Use this interview evaluation form to rank the candidate’s overall qualifications for the position for which they have applied.
Use this interview evaluation form to rank the candidate’s overall qualifications for the position for which they have applied. Implementing and utilizing a straightforward evaluation process with the help of an interview evaluation form can help you improve the quality of candidates you hire and streamline hiring decisions. A form minimizes the social allure of a candidate and steers the focus back to their skill and ability to perform, ensuring the applicant is the correct fit for your company.
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An interview evaluation form is a fantastic way to structure an interview. An interview evaluation form helps the interview process in numerous ways.
First, it provides you with a framework for evaluating your candidates’ responses and allows you to focus on what really matters during the interview. Second, it can help you remember key points from each candidate by providing a summary of their answers. Third, it gives you a chance to review your notes after the interview and make sure that you didn’t miss anything important. Finally, it will allow you to compare candidates side-by-side so that you can see which candidate would be best suited to fill the position.
The most common interview evaluation forms include:
The job description is usually one of the first things that you will write down when conducting an interview. It should contain information about the responsibilities and duties of the position as well as any unique qualifications or skills required for the position. You may also want to include information about the salary range, benefits package, and other relevant details.
The behavioral questions are designed to evaluate how well the applicant communicates and interacts with others. These questions are typically asked at the beginning of the interview and provide insight into whether the candidate has good communication skills. Some examples of behavioral questions include “Tell me about a time when you had to work with someone who was difficult to get along with. How did you handle this situation?” and “How do you react when you don’t understand something?”
The technical questions are used to evaluate the candidate’s knowledge and ability to perform specific tasks. Examples of technical questions include “What is your greatest strength?” and ”What is your biggest weakness?”
Leadership/management questions are often asked at the end of the interview to determine if the candidate possesses leadership qualities. This type of question is also useful because it allows you to gauge the candidate’s level of self-awareness. For example, “Describe a time when you were faced with a problem that needed immediate attention. How did you deal with this issue?”
Salary range questions are great for determining whether the candidate is worth hiring. They also give you an opportunity to ask about the candidate’s current salary and discuss compensation expectations.
Background check questions are used to verify the candidate’s employment history and references. The reference checks are particularly helpful because they provide insight into the candidate’s character and integrity. For example, ” What have been some of the highlights in your career thus far?” and ‘Do you know anyone else we could talk to about our company?”
References are extremely valuable because they provide insight into your potential employee’s personality, values, and behavior. When conducting a background check, make sure that you obtain all of the necessary documentation before meeting with the candidate.
Overall rating questions allow you to assess the candidate’s overall performance during the interview process. These questions can be either positive or negative. Positive questions such as “What do you like best about working here?” and „What would you change about this job?” help identify strengths while negative questions such as “Why didn’t you apply for another job?” and ‚What makes you think you aren’t qualified for this position?” help determine weaknesses.
Unconscious biases are those which affect us without our awareness. Interview evaluation forms can eliminate these biases by providing objective feedback to candidates.
Interview evaluation forms allow companies to improve their recruitment efforts by identifying top performers early in the process.
Consistency is key to any successful recruiting strategy. By using standardized interview evaluation forms, companies can ensure that every recruiter uses the same criteria to rate each candidate.
Interview evaluation forms can help companies identify candidates with superior interviewing skills.
Companies can use interview evaluation forms to recruit individuals from different cultural backgrounds.
Employees leave jobs for many reasons including poor management, lack of opportunities, and poor pay. Companies can reduce turnover by improving their interview practices.
Interview evaluation forms are excellent tools for predicting an applicant’s future performance.