Updated February 17, 2020
If you aren’t using candidate evaluation forms, you aren’t collaborating effectively.
Candidate Evaluation Forms For Interview Feedback
What is a candidate evaluation form? It’s a tool that allows members of the hiring team to rate applicants based on the same criteria.
8 Ways Candidate Evaluation Forms Improve Recruiting
1. It ensures each interviewer is thorough in their evaluation
2. It speeds up the interview feedback process
3. It helps prevent bias in job interview evaluation
4. It measures hard and soft skills
5. It simplifies collaboration among your hiring team
6. It helps differentiate candidates with near-identical qualifications
7. It saves time when first-round rejected candidates are considered for future positions
8. The systemized scoring increases the usefulness of your talent pipeline database
The Interview Feedback Review Process
How do you evaluate candidates without a systematic way to rate them?
Let’s consider a common scenario.
You currently have a mission-critical position to fill and a fairly tight deadline to hire a qualified person. You have posted the position on your website and other outside resources like Monster, CareerBuilder, Indeed and Craigslist.
What comes next is a stack of resumes. Followed by the interview process. In 2020, you’re competing with many other companies to find the best talent. You can’t afford a slowdown in your process.
The top candidate could be hired by your competitor. The most desirable candidates are off the market in 10 days.
But you need to proceed strategically so you don’t hire the wrong person.
You pick up the first resume and encounter some mission statements like…
- “Motivated individual seeks challenging position for personal and professional growth”
- “Industry expert and thought leader available to implement revenue-ramping methodologies.”
- “Professional guru with proven track record of driving key performance metrics seeks next challenging opportunity.”
…and you then proceed to read through four more pages of the resume.
Buried in the resume amid the industry keywords and buzzwords is the information that is relevant to your open position. After reading about 10 of these resumes, you can’t remember which candidate had which qualifications. It’s a good idea to organize the applicants into categories like “Unqualified”, “Potential” and “Top Prospect” as you are reviewing the resumes so you can focus on the shortlist of more qualified candidates when you revisit them.
The next step in the process is to make every effort to forward only the best applicants to your manager for review, so you don’t waste the manager’s time and earn his/her confidence that you understand the critical needs.
Obtaining Interview Feedback
One of the most challenging aspects of the hiring process is about to occur… obtaining useful feedback from your staff during this review process. No matter how many employees you engage in the hiring process, it’s important that you gather the feedback in a consistent and meaningful way.
Let’s discuss how you use candidate evaluation forms filled out by your managers and staff during the review process.
Standardize Interview Feedback
Utilizing multiple choice, ratings or scale questions when requesting feedback may prevent receiving vague reasons they are not interested and emails that are difficult to interpret. While you will find feedback questionnaires helpful during the review process, you will find them even more necessary after the applicant has been interviewed.
When each member of the hiring team contributes to the interview feedback form, you elevate the entire process. Each person’s perspective and expertise improves the scoring.
The result? You will find best-fit employees quickly.
Job Interview Evaluation Comments Samples
Here are some examples of effective interview feedback evaluation forms. You can modify them as appropriate for the specific position. For example, if the position requires additional skills not listed here, add the skills to the first evaluation sample.
Interview Feedback Examples (Pre Interview)
Very often the manager reads the candidate’s resume and uses a gut feeling to determine if the candidate should be considered. They may even make a judgment based on the resume format, the number of jobs and where they went to school. If you ask the manager exactly what it is they liked or didn’t like, you will receive more meaningful information and can make a more informed decision about whether you should invite this candidate in for an actual face to face interview.
Examples of Effective Manager Feedback Questions (Post Interview)
The feedback you receive from the staff involved in the face to face interview can also be based on more fair and factual information if guidelines for evaluation are distributed. It is recommended that the skills or competencies needed to be successful in the job are listed so the interviewer can explore these areas during the interview and rate each candidate effectively. Please note the two different examples below.
Negative/Positive Interview Comments Example #1
Negative/Positive Interview Comments Example #2
How Job Interview Feedback Fits in the Applicant Journey
Job interview evaluation influences other applicant touchpoints. As such, it can help you improve job descriptions, interview scripts, and other candidate communications.
It also helps members of your hiring team become better at evaluating candidates. It’s a key best practice for any company that is serious about improving hiring outcomes.
Benefits of a Structured Interview Feedback Process
- Avoids typical evaluations of candidates that may be filled with ambiguity, superficial statements, and generalizations.
- Your hiring decision is based on objective information that the candidate’s skills match your job or project requirements—not because they are an excellent resume writer.
- The standardized evaluation questions point out the different opinions of the interview/ evaluation staff and help raise any red flags about the candidate.
- Ensures your hiring process is in compliance with the Equal Employment Opportunity Commission (EEOC).
- Helps avoid costly hiring mistakes.
- Using multiple selection methods helps to ensure you are choosing the best candidate–No single technique on its own can predict on-the-job performance and success.
- Streamlines the process and ensure a better, fit—increasing employee retention and productivity.
Hiring myths hamper your recruiting efforts.
Let’s debunk some of the common misconceptions.
1. Work-from-home policies lower productivity and reduce collaboration.
Companies in widely diverse industries have found the opposite to be true. When managed correctly, remote employees are just as effective as onsite workers. Inexpensive (or free) cloud-based software solves collaboration problems.
JetBlue allows folks to work as far as three hours from headquarters—close enough to come in now and again but a much bigger radius from which it can draw applicants. When I asked the people at JetBlue about this policy, they said it helped them gain access to educated, high-ability mothers who wanted flexibility in their jobs. The airline believes this policy has improved the quality of its workforce.
Many companies have experienced higher retention among their offsite staff. Work/life balance increases engagement as well. Don’t rule out telecommuting due to outdated hiring myths.
2. There’s no reason to actively recruit people with disabilities.
Many employers believe that people with disabilities are less productive. Absenteeism is also a concern. And they assume it will be costly to make accommodations.
Studies have disproven these assumptions. Employees with disabilities are just as productive. They aren’t absent more frequently.
‘Reasonable accommodations’ may have a moderate cost, but the Work Opportunity Tax Credit can offset the amount.
According to the DOL’s Office of Disability Employment Policy (ODEP), two-thirds of employer accommodations for employee disabilities cost under $500, and most of the remainder require no special costs. (Source)
3. Hiring older employees has many drawbacks.
Last year, employees age 55 or older filled 49 percent of U.S. jobs.
But hiring myths about workers aged 50+ abound. The most common are: 1.They will demand a higher-than-average salary. 2.They aren’t tech-savvy. 3. They have significantly higher healthcare costs.
Each of these misconceptions have been disproven in many studies. Employers who hesitate to hire older candidates are missing out.
Older workers are more productive, have lower turnover, stay with an employer considerably longer than younger individuals and possess the accumulated knowledge and skills of a lifetime. Analysis of the economic value and profit contribution of age 50+ workers produces a strong argument for the retention and recruitment of older workers. (Source)
4. If you wait long enough, you’ll find an ideal candidate.
Not in this labor market. That’s why there is a renewed focus on soft skills. Many candidates don’t have the exact education and experience you could insist on if there wasn’t a talent shortage. In response, some companies have increased opportunities for on-the-job training.
Demand is outstripping supply. At the best of times, employers will find it near on impossible to find talent that perfectly fits all the position requirements. (Source)
Crafting job descriptions and requirements for soft skills is no longer optional. Structured interviewing questions are also critical.
5. An ATS is a luxury that small businesses can’t afford.
An ATS saves more money than it costs. As such, it can be the best way to stretch your recruiting budget.
It allows you to process and screen more applicants faster. This improves your quality-of-hire because you can compete with larger companies.
Another hiring myth is that ATSs remove the personal element. Because they narrow the pool of applicants quickly, they allow you to focus your attention on the most qualified.
ATS’ improve engagement for your entire staff. When your workforce has to cover for unfilled positions, you are at risk of employee burnout. Filling positions faster reduces or eliminates productivity gaps.
An ATS may also allow you to bring all hiring in-house. You won’t need outside agencies to find talent. Use software as capable as the platforms used by professional recruiters. Your hiring outcomes will improve AND you’ll save money.
By Liz Strikwerda
When it comes to 2019 hiring challenges, many companies don’t take advantage of internal recruiting. This is puzzling, because most employers are intensely focused on retention. Plus many are struggling to meet staffing needs.
Internal recruiting helps on both fronts. Let’s discuss the relationship.
First, the fundamentals.
What is Internal Recruiting?
Internal recruiting is the process of identifying and attracting current employees to accept another job position within your organization.
Types of Internal Recruiting
- Promotions: When an employee is promoted to a higher position
- Location transfer: When an employee relocates to another office or sales territory
- Inter-departmental transfer: When an employee assumes a similar level position within their department
- Temporary-to-permanent: When an intern, temp, or part-timer assumes a full-time, permanent position
- Contractor-to-employee: When a 1099 independent contractor becomes an in-house employee
- Boomerang employees: Retired employees who return to work, sometimes part-time or as a contractor
Internally Assisted Recruiting
This is related to the types discussed previously. When existing employees recommend outside applicants, it can be extremely effective. One important difference is that it doesn’t leave a position vacated.
Current employees understand your company culture. They are in a position to know if a referral would also thrive in your organization. In one sense, they have performed a first-level screening.
What Are The Benefits of Internal Recruiting?
When an existing employee assumes another position, you save time and money on:
Minimizes Hiring Risk
Internal recruits fit in with the company culture and have established relationships. Plus, they are already on the payroll. If you make a hiring mistake, you may be able to move them back to their original team.
Career Development Opportunities
Most employees want to advance along a career path. This is only possible with promotions—a type of internal recruiting.
Faster Hiring and Time-to-Productivity
Internal recruits don’t need to be onboarded. They require less training. Plus, they often accept a job offer more quickly than an outside applicant. Finally, it’s less common for an internal recruit to ask for an extended interim before starting the new position.
Employee Engagement and Productivity
Companies that promote from within often have a more engaged and productive team. When they see your company investing in them, it improves performance and sense of common purpose. Employees who are invested in your business serve your customers better. When it comes to retention, a commitment to your mission can be as important as benefits and perks.
There is a higher retention rate for internal recruits in many industries. Presumably, they already enjoy working at your company. If they accept a promotion or transfer, they are probably planning to stay a while.
Tips For Successful Internal Recruiting
- Create rules
- Are all employees allowed to apply?
- Is there a minimum tenure for eligibility?
- Can managers invite employees from other departments to apply for positions on their team?
- Do employees need permission from managers to apply?
- Who needs to be involved in the decision-making process?
- Should you use an outside hiring team to screen and evaluate candidates to mitigate potential biases?
- Formalize internal job postings
- Give non-selected applicants feedback to help them the next time they apply for an internal position
- Screen internal employees just as carefully as outside applicants
- Use applicant tracking software for internal applicants the same way you use it for outside applicants
When Not to Use Internal Recruiting
Do you need fresh ideas in a department? If there is stagnation, an internal recruit may not be the best person for the job.
Do you need to increase diversity in your organization? Internal recruiting will only reinforce the status quo.
Have you created a new department? Are you planning to develop a new product? If you don’t have the necessary skills and/or experience on your staff, you’ll need to go outside your company.
ApplicantStack For Internal Recruitment
ApplicantStack applicant tracking software simplifies external and internal recruiting. Track applicants, write screening questionnaires, share feedback, and create structured interviews. Try ApplicantStack for free today.