How To Evaluate A Candidate After An Interview

  • Facebook Social Icon
  • Twitter Social Icon
  • Google+ Social Icon
  • YouTube Social  Icon
  • Pinterest Social Icon
  • Instagram Social Icon

So you’ve just finished up the perfect interview, and now there’s a decision to make: is this candidate right for the job?  Sometimes it may feel pretty easy since the candidate is the perfect fit, but other times it can be less clear. Let’s review what to do after  the interview so that you’re ready to make the right hire. And if you need help finding great candidates, reach out to us at FindersKeepers Talent.

 

Create An Evaluation Template

Before interviewing any candidates at all, build an evaluation template that scores candidates on important skills and criteria, such as “Technical Proficiency” or

“Attitude”.  An evaluation template will allow hiring managers to more easily judge candidates fairly and accurately instead of relying too much on their gut feeling.  

 

Examples of skills to rank are listed below:

  • Technical proficiency

  • Problem-solving

  • Crisis management

  • Leadership

  • Ambition/growth potential

  • Culture fit

 

It’s important to also consider which skills are more important for each role.  For example, a candidate expected to manage 20 developers should score higher for “Leadership” than for “Technical Proficiency”, while a developer would require the exact opposite.  

 

Interview Multiple Candidates

Despite how well the interview may have gone, don’t rush to hire the very first candidate.  Try to see at least three qualified candidates, though this may vary depending on the scarcity of the skillset required. Sometimes the first candidate may seem like the perfect fit, only to find out that they’re actually middle of the pack.  It will also reduce the chances of ending up with “hiring remorse” further down the road, wondering if the person that was hired is the right fit.

 

Send A Test

An interview can provide great insight into a candidate’s personality and experience, but the face-to-face, time-constrained format can’t answer every question that the hiring manager may have.  In these cases, it can be useful to create a take-home test for candidates that requires more time and thought. For a technical role like a developer, it may be a coding test, while a senior marketer’s test may involve building out a six month social media promotion strategy.

 

Sleep On It

Making decisions while stressed or under pressure can lead to compromising on requirements, which in turn leads to picking an under-qualified candidate.  Don’t feel pressured to hire an inadequate candidate, either due to stressful workload or urgency from other coworkers, since a bad hire will only cause more problems down the road.  

 

Pull The Trigger

After taking the time to properly evaluate each candidate, it becomes much easier to not just identify which candidates are capable, but also to rank the top candidates for your company’s needs.  And if at any point the evaluation process feels overwhelming, reach out to FindersKeepers Talent to find out how we can help your business grow.

Let's Talk.  We Can Help.
What Do You Need To Grow Your Business?