Form a Selection Panel or Develop a Selection. You can either proceed to interview the entire applicant pool or you can use the matrix to help you select the. CANDIDATE INTERVIEW EVALUATION FORM. Candidate Enthusiasm – How much interest did the candidate show in the position?
Related HR Management Standard: Criteria used to select the appropriate individual are established and documented. Plan the selection process Selection is the process of screening applicants to ensure that the most appropriate candidate is hired. The first step in the selection process is to review the information (resume, application form) provided by all job applicants to determine which applicants meet the minimum qualifications as stated in the job posting. No further consideration will be given to those who do not meet the minimum qualifications.
(In fact, it is a good idea to say in your advertisements that only those candidates who meet the job requirements will be considered.) Those job applicants who meet or exceed the minimum job qualifications are then assessed to decide which ones will be short-listed for a job interview. The most common methods of selection for all positions include an interview followed by a reference check. Other selection techniques used during the interview phase are: work samples, written tests, in basket exercises, oral presentation, and personality or aptitude tests. After making a conditional offer, additional selection techniques can include: criminal records check, driver's records check.
Written consent is required before requesting records checks. Working with a selection panel Engaging other people in a selection process can be very helpful. You may want to include a senior staff member, a board member and a potential co-worker, for example. When you invite panel members to participate, let them know how much time it will take and what their role will be. Their contribution can include: • Helping to develop selection criteria • Screening resumes • Preparing interview questions • Participating in interviews • Assessing each candidate against the selection criteria • Providing input about the final selection. Conduct the interviews Choose an appropriate environment for the interviews and ensure that you will not be interrupted.
If you are interviewing internal candidates, consider doing it off-site. Think of the interview as a business conversation. Make sure you use the same interview format and setting for every candidate, and that interview appointments are the same length. Welcome the candidate and provide her/him with an overview or 'road map' for the interview. Ask your questions, then sit back and listen.
Ideally, you should talk no more than 20% of the time. Use follow-up questions to have the candidate expand on their answers. Comment on what the candidate says to let them know you are interested and to encourage discussion. You may want to consider using an to evaluate the answers given by each person that you interview. Conclude the interview by thanking the candidate and explaining the next steps. Pathping Vista No Resources. Ask for their permission to contact references. Be aware of bias in the interview process The following is a list of common biases that can occur when interviewing candidates: Leniency/ Strictness Bias occurs given people differ in how they evaluate people; some interviews are very liberal and lenient, while others are critical and demanding.