The final step in the interviewing process is to evaluate the candidate’s interview performance. This can be the most difficult for some interviewers because it requires making a decision about the candidate and taking accountability for that decision. There are, however, some techniques that can help make the decision easier:
Use your rating resources. Always make use of the rating information that accompanies an interview question. This may include a definition of the competency or other key area that the interview question is targeting. You may also see rating scale anchors, or behavioral descriptions that define what constitutes a very low or very high level of the competency being assessed. Carefully read this information to make sure you understand what the interview question is intended to measure, as well as what a good or bad response looks like.
Review your documentation. Read through your notes on the candidate’s response to the target interview question. Recall the behaviors that were relevant to the job competency being assessed.
Evaluate the candidate’s response. Compare the candidate’s response to the competency definition and associated rating anchors. Based on this comparison, identify each candidate’s strengths and opportunities on the competency being assessed. Stay objective - focus on the candidate’s qualifications for the demands of the job and try not to re-define the competency to each candidate.
Check your decision. Consider whether you are falling into any of the common rater biases. Don’t fall into bad decision traps – avoid making the hiring decision just because you need someone and/or you liked the person. If necessary, adjust your evaluation to better align with the objective rating standards.
Record your final rating and move on to the next interview question. Remember to rate each of the candidate’s responses independently, without considering your evaluations of previous responses.