How to Evaluate Candidate After an Interview? Observations to Be Kept in Mind

The process of interviewing can be tighter for the candidates, but the interviews to select the right candidate for the open position are under pressure. They evaluate the number of candidates on various criteria. After several interviews, one may get confused when taking the last call. Moreover, if there are more than 2-3 people in the interview panel, then there can be differences in opinion internally. In order to judge the right person for the situation, a good interview assessment needs to be done. It is difficult and complex to make decisions in the interview process. Bad rental will cost you recruitment, training costs, and trash of all efforts. An interview cannot be selected according to your likes, dislikes, and personal prejudices, but if the interview is not good, this does not mean that the candidate is not good.

Evaluating Candidates After Interview: –

For successful job processing – Three criteria are very important, they are – Skills, Inspiration, and Cultural Competence / Attitude.

One needs to judge a candidate on these big criteria, he may also be known as a hired too; The criteria for evaluation of interviews is that, if a candidate lacks any reason, then he will be considered a bad hire. Some of the elements:

HR should review some of the elements like educational background, relevant work experience, required skills, team management, leadership, problem-solving, communication skills, positive attitude, motivation, etc.

Evaluation can be done on the following points.

1. Body language:

The recruiter can see the body language of the candidates and judge them accordingly. Some of the aspects are as follows:-

a) The candidate looks eager, look at the voice of his voice.
b) His willingness to be prepared for his curiosity and job creation, one eager candidate would be eager to answer.
c) The career objective, gives an opportunity to align it.
d) Does he give a thoughtful response?
e) If the eye contact indicates transparency and honesty, poor eye contact indicates that the candidate is lying.

2. Listen carefully:

The interviewer and the interviewee must listen, take care of the question of suspicious candidates, and ask suspicious questions.

The recruiter must investigate and try to determine the candidate’s role. Most of the candidates did not complain about the things they did, and they used to lie, when they were making inquiries, they were confused and actually disclosed it.

3. Interviews:

All the candidates are on their best practices in the interview room, but the recruiter can tell the receptionist how to talk to it or can ask the passengers about parking and lobbying behavior. Rude and proud is definitely not a good job.

4. Check references:

During the interview process, the recruiter needs to give 2-3 references to the candidates.

The recruiter can standardize the candidate’s information and be able to understand his skills and previous roles previously taken. Talking directly to his report manager will give you the exact assessment.

5. Second Interview

Despite a strict evaluation process, it can still be suspicious. Often employed managers are confused to choosing between 2-3 candidates. In such a case, taking another interview will help make the decision easier for you.

6. Activities on social networking sites:

Most companies look at the candidates’ Facebook, Twitter, and LinkedIn accounts. It gives the actual photograph of the candidates; Check LinkedIn to see recommendations from friends, co-workers, clients, and seniors.

Having a Facebook profile and his uploaded tweets can make a good decision on the personality. HR will know whether it is a good cultural fit.

In addition to the interview, HR will have some specific reviews that will help the candidates to make better decisions. The best evaluation tools are as follows.

1. Psychometric Testing

Some tests like MBTY, and the Big 5 model test can help evaluate the candidates’ candidates. If a demeaned and excluded person needs a test, then a person with test results showing that he has an inherent nature is not fit for the organization.

Various psychometric tests help to evaluate future performance and help assess whether the candidate should have desired skills.

2. Role Play Interview

In a Role-Play interview, the actual working condition is presented to the candidate and such procedures, skills, communication, problem-solving, and pressure handling can be evaluated and they make better decisions than in the conventional interview process.

3. Assessment center

Appraisal center is a process where interviews, group exercises, psychometric tests, and test-related tests, help them evaluate themselves. It is available in large organizations and it is an expensive process.

Conclusions:

There is no full-proof method to evaluate the interviewed candidates, every individual is different and different methods will work for everyone. However, organizations can choose only one method and a fixed structure to evaluate. Organizations, including trials and errors, need to get the best fit and thus candidates must be evaluated. Being consistent with the recruitment and development of the human resources industry will help achieve excellence and skill.

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Article by: Human Resource Advisory, 3EA