How to Implement an Interview Evaluation Form in the Hiring Process
A job interview is designed to assess candidates’ suitability for a particular vacancy and compare job seekers’ competence. In order for HR managers to select the right candidates, it is essential to achieve the interview’s maximum efficiency, which highly depends on how it’s conducted.
An interview evaluation form allows you to structure both the hiring and the decision-making processes and improve the conversation flow.
What Is an Interview Evaluation Form?
An evaluation form is a tool used by almost every recruiter. It is a list of selected characteristics required for a job position that act as rating criteria during an interview. An evaluation form may be used as a reference during the conversation but is typically filled out right after the interview is done.
The information provided in an evaluation form helps to optimize further interviews with the applicant, analyze and compare the candidates, and simplify the selection of the perfect employee.
Why Are Interview Evaluation Forms Important?
Interview evaluation forms are essential for a smooth hiring process. Assessment forms allow recruiters to:
Store reliable information on each candidate
Compare applicants efficiently
Share information with other people involved in the recruitment process
Have guidelines to rely on during the interview
Regardless of size and operation scale, any company can benefit from introducing interview evaluation forms into its hiring process. However, the contents of such a document will vary from one organization to another.
What to Include in a Candidate Interview Evaluation Form
An evaluation form must include formal data, usually reflected in the resume, such as name, age, contacts, and the position for which the candidate is applying. An assessment sheet must also list various competencies with a field for the recruiter’s feedback.
The typical assessment criteria include:
Communication skills
Analytical skills
Educational background
Relevant work experience
Commitment to diversity
The criteria selected for the interview evaluation form largely rely on the job position offered.
The Grading System of an Interview Evaluation Form
The grading system also differs depending on the company and the vacancy. Some organizations choose to include only three points in the grading system, while others require a vaster scale. Here is an example of what the applicant’s assessment may look like:
1 point - a clear inconsistency with the position’s requirements. The competence is so weakly expressed that the deficiency cannot be compensated by other skills or training available in the company.
2 points - some inconsistency with the requirements of the position, which can be compensated in work due to high indicators in other competencies.
3 points - full compliance with the vacancy’s requirements.
4 points - the candidate’s skill is exceeding expectations.
5 points - an outstanding demonstration of competence.
“Five” is a theoretically possible score, which is rarely used in practice and may often mean that the person is overqualified. The recruiter has to carefully analyze the applicant’s motives and consider the chances of the position being of interest to the candidate in the long term.
The applicants who receive only one point for some competence are most likely not suitable candidates for the position. An exception is a situation when a long and correctly conducted search does not provide a better alternative. In this case, it is logical to adjust the requirements for the position.
Sample Candidate Evaluation Forms by Industry
Every evaluation form must contain a block with the following information:
Applicant name and contacts
Position interviewed for
Interviewer name
Interview date
It is critical for the candidate interview evaluation form to be appropriate for the specific company, its needs, and the vacancy being offered. We have collected several examples of interview evaluation forms with sample candidates, demonstrating the crucial differences in the assessment criteria.
Business Administration Candidates
Often it is enough to grade the applicant’s performance during the interview without any additional comments. However, candidates for the leading role often receive more detailed feedback than entry-level applicants due to the higher job responsibility.
| Rating | ||||
1 (Poor) | 2 (Fair) | 3 (Average) | 4 (Good) | 5 (Superior) | |
Leadership skills |
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| Able to develop trust, provide feedback. Problem-solving skills |
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Technical skills |
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| Microsoft Office, CSS, HTML |
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Educational background |
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| London Business School, MBA |
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Communication skills |
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| Expresses thoughts clearly, responds diplomatically |
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Motivation/initiative |
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| Shows interest in the vacancy, realizes the tasks that come with the position, asks relevant questions |
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Additional Certifications |
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| Manchester University, BBA |
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Organizational fit |
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| Likely to fit well with the existing team |
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It is an example of an excellent potential employee, as all the qualifications match the position’s requirements.
Software Engineering Intern
Internship positions naturally have fewer requirements than managerial positions, resulting in a smaller rating scale.
| Grade (1-3) | Additional Feedback |
Coding skills | 2 | Lacks knowledge of Python |
Education/training | 2 | 2nd year student |
Teamwork | 3 |
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Motivation/initiative | 3 |
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Organizational skills | 3 |
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Organizational fit | 3 |
|
Lead Copywriter
The position of a lead copywriter may not require an advanced grading system. Nevertheless, the employer will need to include a variety of qualities for assessment into the interview evaluation form.
| Grade (1-3) | Additional Feedback |
Writing skills | 3 |
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Communication skills | 3 |
|
Education/training | 2 | No relevant education |
Related work experience | 2 | Freelance writing, 4 years |
Attention to detail | 3 |
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Editorial skills | 3 |
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Punctuality | 3 |
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Ability to learn | 3 |
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Interview evaluation forms allow employers to assess candidates in a more concise and objective manner. Such a visual approach simplifies the hiring and decision-making process significantly.
