The best way to evaluate candidates after a job interview

Board meeting with other staff

Board meetings, also known as group meetings, are a good measure when you want to decide something, including recruiting personnel. Let the people involved in the recruitment talk with you. Their comments about candidates such as what impresses them, what makes them unsatisfied will also be a good suggestion for you to make the final decision. This is a very good way of evaluating candidates.

Make a questionnaire and scale to evaluate candidates

In this way, you alone can select good candidates, when group meetings become difficult.

Here are the suggested questionnaires:

Are his gestures and attitudes cheerful and relaxed?

Did he make a good first impression?

Will that impression be retained through subsequent contacts?

Does he appear independent and confident?

Is he emotionally mature?

Will he dare to accept responsibility?

Does he dare to take on the challenge?

Is he hardworking?

Is he capable of leadership?

Did he get along with his former colleagues?

Did he have a good attitude towards his former colleagues?

Is he making progress in successive jobs?

Is his previous experience of any value to us?

Is he smart in planning for the future?

Is he conscious of his strengths?

Is he conscious of his weaknesses?

Is he capable of career growth?

Does he accept constructive criticism?

Does he seem solid and independent?

Does he seem ambitious?

When composing a set of questions, along with a scale for each sentence, when a candidate scores high on a set of questions, that is the candidate you are looking for.

Filter potential candidate profiles

With candidate resumes that you see potential, you probably don't want them mixed up with the profiles of rejected candidates, right? If so, you need to filter potential candidate profiles to one side to re-read and re-examine whether to choose or not.

Interview round 2

Although you have selected a potential candidate's resume, but you are still confused between several sets of applications, make an appointment for a second interview to come to a final conclusion. You need to evaluate carefully in the second round and try not to let the first or last impression when meeting the candidate dominate, pay attention to all the candidate's expressions.

To evaluate the best candidate after the job interview, please pay attention to our suggestions above. Good luck in recruiting the right candidate.