The interview evaluation form includes 3 sections and is designed to document an interview and minimize the hiring mistakes based on gut feel.
In our generic sample evaluation form there are 3 sections; the candidate information section, the notes section and the scoring section. Each of these sections has a specific purpose and use.
This section captures the generic information about the candidate and the position they are being interviewed to fill. It is basically the name, date, position and evaluator. Not much more is really needed in this section.
In this section, the interviewer can make notes on the different questions that are asked. If the interviewer asks each candidate the same list of questions, it can be useful when comparing candidates.
In our sample interview evaluation form, we have selected a set of generic questions that may be asked in an interview. Of course there are a number of other interview questions that may be asked depending on the type of interview being conducted. The form can be customized to accommodate the interview type.
The important part is first to ask the same or similar questions to each candidate and write notes on what was said.
The scoring section is designed to be filled in by the interviewer after the interview. It summarizes the results in numeric form.
There are 2 parts to the scoring the rating and the weight. The rating is the interviewers rating of how the candidate fared on that criteria. In our example, we chose 15 generic criteria to evaluate a candidate. The rating is 1-4 from "Needs Improvement" or (1) to "Exceptional" (4).
These scores are then weighted based on the necessity to the job. The weighting is not given to the interviewer. The weighting is based on a 10 point scale. The product of the rating and the weight is the total for the item. The total score is created by summing the totals for each of the items.
A weighted scoring system can neutralized biases in interviewers. The weighting is based on a number of factors including the
job analysis and
job description. By weighting the important criteria and the ratings by the interviewers, a standard numeric score can be created to compare candidates. This impersonal scoring system takes into account a number of biases that may happen during an interview and minimizes the impact of 'gut feelings' because the results are boiled down to a single score.
Of course this is only part of the selection process but it gives a starting point from which to launch. If there is great agreement in the scores then it confirms that the probability is high that a good selection is going to happen.
If the numbers do not bear out the impressions of the interviewers, the interview evaluation form can be a good basis for which a discussion can begin about the merits of given candidates. Either way, it is a tool that offers great benefit to an interview selection process.
You can get yourself a sample PDF form simply by clicking Connect below.