Hiring Managers – How sure are you of your interviewing abilities?
The last time I blogged I discussed how important it is for the hiring manager to be involved in the process rather than leaving it to your HR department. The worst thing you can do is spend the limited time you have with the candidates discussing you, your company and a long job description. What you want to do on a first interview is concentrate on the candidate and what he/she brings to your position. There is time on the second interview to discuss your company, the benefits, salary and why you enjoy working for the company.
I have devised a short quiz that is a great guideline for you and seems to work every time. Listed below is the Candidate Assessment Test. Print it out and use it in the interview process. It will go a long way in helping you weed out the good from the bad candidates.
100% Candidate Assessment Test
1. Score 10 points if the candidate shows up 15 minutes early.
2. Score 10 points if the candidate has a well-groomed appearance, no harsh odors and is dressed appropriately.
3. Score 10 points if the candidate has visited your website and is familiar with your company.
4. Score 10 points if the candidate has brought a set of intelligent questions to ask.
5. Score 10 points if the candidate does not bring up salary or benefits on the first interview.
6. Score 10 points if the candidate has brought a clean copy of their resume and 3 business references.
7. Score 10 points if the candidate has good communication skills.
8. Score 10 points if the candidate belongs to organizations or has taken advance certifications.
9. Score 20 points if the candidate fits the job description.
0 – 20 Call Security
30 – 60 Don’t Call Us, We’ll Call You!
70 – 80 Consider for Second Interview
90 – 100 Hire Immediately and Walk Them to Their New Desk!