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Post interview objective assessment
Recruiting & Staffing
Post interview objective assessment
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I'm looking for a set of questions to evaluate a candidate in the professional services. I feel after an interview when I ask "so what were your thoughts", I get unrelated comments such as "I liked hi
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Forums » Topic Forums » Recruiting & Staffing » Post interview objective assessment
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Post interview objective assessment
posted at 6/2/2010 6:12 AM EDT
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Posts: 32
First: 6/10/2004 Last: 8/12/2011 |
I'm looking for a set of questions to evaluate a candidate in the professional services. I feel after an interview when I ask "so what were your thoughts", I get unrelated comments such as "I liked his suit". We have defined the role and have defined the interview questions. I can't seem to develop good post assessment question that doesn't seem subjective. I feel if I say 1-5 how were his technical skills, i'm going to get answers across the board. What sort of assessments or questions do you use/recommend? |
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Post interview objective assessment
posted at 6/2/2010 12:45 PM EDT
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
Are your raters using a rating scale to score answers during the interview? If they are you can ask them to explain why they gave that particular rating.
It might help to do some practice rating so interviewers will know what to look for. Make sure you have experts in the room, even if they aren't part of the decision making team. Your interview questions should be based on the qualifications you are looking for, list these qualifications in priority order and discuss each beginning with the most critical and try to come to a group consensus about rating. Leave the talk about suits, chewing gum and cell phones for last, people need to get it out of their systems even if it isn't the most scientific criteria. |
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Post interview objective assessment
posted at 6/2/2010 12:54 PM EDT
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Posts: 562
First: 11/12/2009 Last: 9/14/2011 |
How good are your job descriptions? If you have good ones with clearly spelled out responsibilities and requirements for the position, developing your post interview assessment should be easy.
You might want to have each interviewer drill down deeply into each area of responsibility and associated skills. If you don't do that, then you have a bunch of interviewers all asking the same or similar questions and, at the end of the day, what you're left with is a candidate who's become very adept at answering that limited set of questions. For example, lets say you're looking for a DBA. Key responsibilities might include data base structures and management, database interface design, report generation, data integrity, metadata and data warehousing. To do the job, the candidate must have C++ and Java programming skills, GUI interface design, have administered very large databases, have experience with metadata standards, and have experience with Oracle databases. So that you don't duplicate effort, have one interviewer drill down into the programming skills and, say, data warehousing abilities. Another might concentrate on the Oracle experience and metadata standards experience, etc. Have them write down notes immediately after the interview. Then have your post interview discussion. You'll find that you'll still get some of the "her blouse clashed with her slacks" nonsense but at least the professional responsibilities and abilities will be better addressed. A good reference book is "Top Grading" by Geoffrey Smart. |
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Post interview objective assessment
posted at 6/29/2010 2:20 AM EDT
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Posts: 55
First: 12/23/2000 Last: 8/26/2010 |
Nork4 couldn't have explained better. A formal sheet listing out desired competencies in addition to the JD (with proficiency levels) will help make the evaluation post interview more objective. You need a standard Interview Assessment Sheet or something so everyone can use the same parameters. |
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