The interview phase plays a pivotal role in the hiring process. Every interview is an opportunity to gather crucial information about candidates, equipping you with the insights necessary to make the optimal selection.
But so many hiring managers often grapple with the challenge of assessing candidates post-interview, particularly when the average number of interviews before securing a job ranges between two and three. It becomes essential not only to identify what should be evaluated overall but also to discern the specific criteria to assess during each subsequent interview, culminating in the final evaluation.
In this blog post, we’ll help you figure out the best strategy for evaluating a candidate after the interview.
Actions to Enhance Your Post-Interview Assessment of the Candidate
Serving as an active listener in the interview is essential to its success and your ability to conduct a proper evaluation once it is over. While you will certainly listen and participate in the conversation, you can take steps to ensure you absorb the information the candidate provides.
Here are a few things you can do to get the most value out of every interview:
Provide a Comfortable Atmosphere
Upon arrival, offer the candidate refreshments and ask whether they are comfortable. Make them feel at ease so they can answer questions candidly and without discomfort. Remind them that it’s an interview, not an interrogation.
Take Notes
You want something to refer to once you’re reviewing the conversation. It will help if you can look over detailed notes about specific answers to key questions. Jot down a note about red flags that concern you and highlights that impress you. It’s much easier to get prompts from written notes than from memory.
Ask Follow-Up Questions to Dig Deeper
If you ask a standard question and the candidate starts to offer a unique answer, ensure that they go into more detail. For example, if they discuss a past work challenge, like dealing with an upset customer, ask them to let you know how they handled the situation to everyone’s satisfaction. Dig as deeply as possible to get a thorough, meaningful answer to every question.
Give Candidates Time to Respond and Ask Questions
Since most interviews last anywhere from 30 to 45 minutes, take your time and allow the candidate to do the same. By letting the candidate know they are welcome to take their time, they can feel more comfortable and go into detail with answers to their questions.
RELATED: How to Evaluate Entry-Level Job Candidates
The Interview Is Over—5 Things You Can Do to Evaluate the Candidate
You might have an immediate idea of who the candidate is and how they will fit into the company, but you need to take a more strategic approach to the evaluation process. It’s an important part of the process because your company and the candidate are counting on you to select the best candidate for the position.
Here are five things you can do to evaluate the candidate after your interview.
1. Assess the Candidate’s Interview Performance
Analyze the candidate’s performance during the entire interaction, paying close attention to factors including communication skills, enthusiasm, understanding, and the relevance of their responses to the job requirements. If the candidate is confident, effectively communicates their experiences, and showcases a sincere interest in the role and the company and its values, they are probably a strong contender.
2. Examine Qualifications and Job Requirements for Alignment
Your team developed a precise job description with distinct requirements for a reason. Use those as a benchmark that should align with the candidate’s qualifications. Compare the candidate’s resume in detail to ensure it matches the specific qualifications needed to successfully fill the position.
Further, go beyond searching for identical matches and seek transferable skills—such as problem-solving skills—that can contribute to their success in the position, leading to the growth and continuing profitability of your company.
3. Assess for Cultural Fit
Like many companies, yours has probably worked hard to develop a company culture that everyone can get behind, believe in, and support. Assessing the cultural fit of a candidate is essential for their long-term success with your company and its employees and customers. Consider how well the candidate aligns with the company’s culture, mission, values, work environment, and team culture.
4. Post-Interview Interactions
You aren’t the only one who has post-interview responsibilities and expectations. A candidate’s commitment to strong communication doesn’t end with the interview. Assess their post-interview communication, which might include a follow-up email expressing gratitude or a handwritten thank-you note delivered within a few days of the interview. This timely professional detail never goes out of style and reflects the candidate’s interest in the role and their ability and willingness to maintain positive interactions throughout the hiring process.
5. Conduct Reference and Background Checks
Ensure the accuracy of a candidate’s resume and claims to add to your post-interview assessment materials. A reference and background check can provide insights into the candidate’s past performance and work ethic that either support or call into question the candidate’s claims.
A Caveat: Avoid Drawing Out the Evaluation Process
If you want top performers in your company, you have to act fast. Top candidates will walk away from a long, drawn-out hiring process, slowed by too many interviews and an extended evaluation phase. Try to do a thorough evaluation as quickly and efficiently as possible.
Let Us Help You Streamline Your Post-Interview Evaluation Process
Our Insight Global Staffing Services Team can help you fine-tune and streamline your hiring process, allowing you to evaluate candidates quickly and thoroughly after interviews. Even better, we vet talented candidates before you even meet them, giving you a head start in the process.
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