Evaluate Candidates: Analyze Strengths & Weaknesses Objectively
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Evaluating The Candidates

Objective Evaluation

After all the candidates are interviewed, you and other people who are involved in the recruitment process must carry out a comprehensive and an objective evaluation for each candidate:

A decision-making matrix that shows the attributes of the candidates on a numerical rating scale can be very useful at evaluating and comparing the candidates.

Tallying the scores and checking the notes taken during the interview will minimize the risk of hiring the wrong candidate.

Common Evaluating Mistakes

Although a structured and methodical approach for evaluating is applied, this process is still subjective. However, there are some ways to reduce the subjectivity by avoiding:

  • Being extremely impressed with the experience or unimpressed with immaturity,
  • Defining a silent person as an unmotivated candidate,
  • Allowing personal matters to influence your judgement,
  • Looking for a candidate with similar social skills,
  • Believing graduates from certain institutions are more qualified for the position,
  • Focusing inadequately on general attributes but too much on one or two key attributes.

Reference Checks

Before making a decision at the end of the recruiting process, you need to confirm the information provided by the candidate during the interview process. This confirmation has two aims which are verifying what the candidate has told you about where, how long, which position, what particular assignment she/he worked and also to gain information about the candidate’s accomplishments, failures, struggles, strengths & weaknesses, work habits, social interactions at work and so forth.

A good way of reference checking is using telephone. As a letter or any written reference source may be used against the reference, the person may not be willing to give you clear information especially if the comments are not for the candidate’s favor. It is also good idea to take your time with the reference and establish a trust before asking for information. You must describe the job to the reference person and ask the candidate’s strengths, weaknesses, characteristics and if she or he is suitable for the job or not. Avoid asking questions that lead to ambiguous interpretation but lead to another information and to another person from who you may receive further comments.

Although it is an uncomfortable task to do for many people, it is necessarily important to go into this process so you must push to obtain and verify as much as information. Remember that it will be much easier to get information about the candidates with higher rates.

Keep in mind that you should ask for candidate’s permission to take an action interacting with current workplace of the candidate so that she/he is not affected.

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