Make hiring easier with an interview scoring system

Finding new employees It involves making decisions that shouldn’t just come from your gut instinct. once you Post your job opening and arrive Interview stage of recruitment process, it uses a rating system to compare applicants and select the best fit for your open position. Hiring based on intuition often brought someone on board because they were pretty or smart, not because they were a good fit for the role or the company.

If you’re wondering how to streamline your small business recruiting process, Check out a rundown of the basics below. then, Download it Interview Scoring Sheet template To make a readymade Criteria for determination Tailored to your team’s needs.

What is an interview scoring sheet?

An interview scoring system helps you easily rate applicants based on the qualifications you’re seeking for an open position. To ensure a data-driven and impartial recruitment process. An interview scoring sheet is how you bring that system to life. There should be a space for you to add the following:

  • Candidate’s Personal Information
  • List of questions you asked
  • The answer they gave you
  • Score obtained by the candidate

Source: home based

Caption: To use this Interview Scoring SheetFill in the various areas with specific details about your interview and add a score to each candidate’s answer during the meeting.

Why Use an Interview Scoring System

Just as you are interviewing candidates for an open position in your business, they are also evaluating you as a potential employer. That’s why it’s important you have a standard interview process and rating system to gauge applicants. You should include a scoring system:

  • Objectively measure and compare applicants based on how they answer questions related to:
    • Relevant experience
    • Hard and soft skills
    • Culture fit
    • Communication skills
    • Role skills
  • Make sure you don’t let any unconscious bias influence your decision and that all applicants have the same chance of getting hired
  • Allow hiring managers to follow an interview structure that is consistent across departments and branches
  • Create a pipeline of qualified applicants who have not been hired for a specific position
  • Make quick hiring decisions – If someone passes the interview, that means they should be ready to hire

5 Steps to Using an Interview Scoring Sheet

If you plan to use a scoring sheet to rate applicants in interviews, follow a few steps to ensure successful system adoption. Here is an example:

  1. Structure your interview with the right questions
  2. Take candidate presentation into account
  3. Settle on your scoring system
  4. Use your free scoring sheet for each interview
  5. Make your hiring decisions

1. Structure your interview with the right questions

A good interview is what you ask the applicant — and how you do it rate their answer. and using a Its structural list the same Questions for each candidate will be kept Be consistent and objective in your interview process.

Choose relevant questions based on the soft skills required, common workplace challenges and experience level. For more help with interview questions, check out our article How to nail every stage of the hiring process.

And remember, every interview is a touchpoint your candidates have with your company culture. Make sure you embody and respect your applicants by:

  • Do not repeat the same questions at different interview stages
  • Be on time and demonstrate that you have read the applicant’s resume beforehand
  • Ask acceptable questions For example:
    • “Can you tell me about your work experience?” “Do you have any experience [name of a company or tool]?” “Why did you leave your previous job?”
    • “Do you have the skills to effectively perform all the tasks required of this position?”
    • “What languages ​​can you read, write and/or speak?” “How fluent you are [x] language?”

2. Consider the candidate’s presentation

An interview is not just about how a candidate answers questions – presentation is also important. Assess the level of preparedness Often your personal intuition can be left out, but Why not consider them according to objective criteria?

The presentation section of your interview scoring system allows you to rate applicants on how they overall carry themselves during the interview. That will be help you Both Go with your gut feeling And Make it easy to identify who will fit your workplace culture.

These aspects can vary between virtual and in-person meetings, and while none of them are necessarily deal breakers, they should be taken into consideration. Some presentation criteria to pay attention to when meeting with a candidate include:

  • their handshake
  • Their confidence or general attitude
  • Their communication skills and how they express themselves
  • Sight connection
  • Overall professionalism

And some virtual presentation features you should evaluate (when required for the role) are:

  • Audio quality and internet speed
  • Candidate’s video conferencing background
  • Candidate’s platform knowledge

Documenting examples of people who are proficient in their candidate presentation can be helpful in training other interviewers in the future.

3. Settle on your scoring system

A good interview scoring system Using a scale that is specific, measurable and available Strong details behind each value. For example, If you use a scale of 1-5, you should set clear descriptions for each rating, such as:

  • 1: The candidate did not answer the question
  • 2: The candidate was unable to expand on this answer
  • 3: Candidates hit some key aspects of the question
  • 4: The candidate had a tough answer to the question
  • 5: Candidates propose a standard answer to this question

Another common practice is to use adjectives to evaluate candidate responses. Here is an example you can copy:

  • E for exceptional: The candidate has given an outstanding answer and compared to others he is more suitable for this position.
  • VS for very strong: The applicant exceeds the skills required for the position.
  • S for strong: The candidate meets the requirements, but there are more qualified applicants who would be a better fit.
  • D for lack: Applicant does not meet the required skills for the position.
  • U for unsatisfactory: The candidate is generally unacceptable.

Since each company’s scoring system is only used internally, there are limitless interview scale possibilities: you can even rate candidates with emojis. The important thing is that your ratings have a clear limitation and are easy for all interviewers to use without bias.

4. Use your free scoring sheet for each interview

Make a point of using your scoring sheet when interviewing each candidate To ensure you’re making data-driven hiring decisions. You can tailor your questions based on open roles, but staying consistent will help you make informed decisions and get the best results during your hiring process.

You can even create a question bank with different sections. Then, fill it Free templates With a selection of these questions, come up with a final score and proceed with the candidate with the highest score. You should also make sure that all interviewers see the benefits of using a scoring sheet and let the final scores be the deciding factor, especially when you’ve got several highly qualified candidates.

5. Make your hiring decisions

Choosing between two or more excellent candidates can be difficult. So, if you’re faced with several great applicants with similar interview scores and need to make a decision, you should:

  1. Review original job postings and identify who best fits the requirements.
  2. Think about the future of different candidates with your company. Are they looking for a long-term position, or will they move on after a few months? Do they have the potential to grow? Can you give them career opportunities?
  3. Ask yourself how each candidate will help your team become better and improve overall efficiency.
  4. Determine if candidates are a good culture fit by talking to their previous employers and assessing the culture of those companies.
  5. If you need to fill your position urgently, prioritize hiring candidates who can start work soon.

At this point, you should remind yourself that any of your top candidates would be a good choice, and you can always save other people’s contact information, resumes, and scores in case you need to hire more staff in the future. Then, you can contact them first if a new position comes up for which they would be a good fit.

How Homebase can help you find, hire and train new employees

To ensure you end up hiring the right candidate, you need to incorporate an interview scoring system to rate each applicant and make an educated, data-driven decision. But hiring is much more than the interview process alone, and it can be extremely manual and tedious if you don’t use the right tools.

with Homebase RecruitmentYou can streamline your recruitment process from end to end. Our software can Post your open positions on leading job sites, use our applicant tracking system to help you find the perfect candidate, and manage respondents in one intuitive place. And when you’re ready to onboard new employees and engage them with you Payroll ProcessWe have tools for that too.

Leave a Reply

Your email address will not be published.