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Interview scoring system
Recruiting & Staffing
Interview scoring system
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
I am trying to establish a solid question and scoring interview system for a 1300+ employee healthcare facility. Does anyone have anything they can share about this process? We are currently using a s
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Forums » Topic Forums » Recruiting & Staffing » Interview scoring system
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Interview scoring system
posted at 2/11/2008 9:39 AM EST
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Posts: 1
First: 2/11/2008 Last: 2/11/2008 |
I am trying to establish a solid question and scoring interview system for a 1300+ employee healthcare facility. Does anyone have anything they can share about this process? We are currently using a standardized system that accomplishes nothing and are looking into a more behavior-based method of interviewing. I hate to reinvent the wheel if someone has something they will share!!! |
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Interview scoring system
posted at 5/8/2008 5:19 AM EDT
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Posts: 1
First: 5/8/2008 Last: 5/8/2008 |
I do not have anything created for interview question scoring, just application scoring through Candidate Manager. I too would like to come up with a way of scoring interview questions. My thought is that scoring behavioral interview questions may create more of a problem; but maybe it could be as simple as having the interviewer rate a question 1-5 and compare scores on those most important (deal breaker ) questions on the back end.
Please do share if you come up with something. |
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Interview scoring system
posted at 5/20/2008 2:14 PM EDT
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Posts: 6
First: 11/7/2007 Last: 6/4/2008 |
You can absolutely score behavioral interview questions and using a simple solution like a 1-5 scale could work. You just have to establish clear criteria for what the scores mean and what answers merit the appropriate scores. Once you have done that, it becomes important to train managers, HR, and anyone else in a hiring role on the new instrument. You want to insure that the scores are consistent from one interviewer to another. Although this process can be time consuming, it can be very effective and will probably enable your organization to make better hires. Good luck!
Cheers, Matt www.dynamicmanagement.org |
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Interview scoring system
posted at 5/21/2008 10:06 AM EDT
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Posts: 1
First: 5/21/2008 Last: 5/21/2008 |
The system I use and teach others to use is the STAR system.
S situation T task A action R results This interviewing technique can be used as a guideline for rating a candidates response to a behavioral based question. It gives the interviewer a guide for further probing as well. By tracking the STAR and then tying a competency level to each of the areas of STAR, you have a pretty useful tool for assessing the responses of a candidate. |
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Interview scoring system
posted at 5/22/2008 11:20 AM EDT
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Posts: 55
First: 2/6/2006 Last: 8/10/2009 |
The 1-5 scoring system is fine - the trick is to determine what 1 means and what 5 means. For example, you could rate a candidate's background from 1-5 in terms of relevance to the new position, level of responsibility, interaction with senior management, ect...
You should clarify the meaning of the scale per position (or department). Just remember that some positions (upper management for example) don't always fit into a scoreable format. |
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