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Choosing Candidates Print

Guide for Rating Candidates

This is a photo of a businessman

By now you have screened out the candidates who did not meet the basic requirements for the position and have interviewed the most likely applicants.

In order to objectively choose the best match for your company, you can refer to the notes made during the interview process to compare the persons interviewed.

From the interview you were able to gain information on a number of points:

Overall impression: How the person handled himself or herself.

Future plans and goals: Persons who have goals or ambitions for the job are usually higher performers than those without goals or ambitions.

Communication: If it is difficult to communicate with the person in an interview, he or she will likely have difficulty working with others or communicating with customers.

Attitude/confidence/motivation: If the attitude is slack, the work will suffer too. A person without confidence will likely need more coaching and direction.

Candidate suitability: Each company has certain ways of working together and new persons coming into the company need to fit into that culture of work or productivity will be disrupted.

Willingness to contribute, dedication level: A good work ethic goes a long way.

Names and contact information for references.

Initiative: A person with low levels of initiative will need more direction and guidance.

 

Please click Next for a candidate rating form.



Last Updated on Tuesday, 11 October 2016 13:58