Continuing on yesterday’s topic about the hiring process, I will share another tool that may be helpful at the other end of the hiring spectrum: interview evaluation forms. If your candidate meets with many people during the course of the selection process, you need to develop a way to gather feedback about the person. To do so, I use this form.

This form offers five important components:

1. The evaluator’s name. If they want to be anonymous, in my view, their comments can remain invisible too. If the evaluator doesn’t own up to what they are saying, I don’t read it.

2. Strengths: It is helpful to hear people articulate the positive aspects of the candidate vs. just what is wrong with them. Even candidates the evaluator may not like have strengths, and if they can’t list any then I question whether they are providing a fair evaluation.

3. Weaknesses: The reverse is true here. If the evaluator only sees glowing aspects, I wonder if they are star-struck instead of objective. And if there are legitimate weaknesses listed, they form a strong basis for reference check questions as well as for initial professional development should the person be hired.

4. Additional comments: I like an open-ended opportunity for the evaluator to make observations or raise questions that may not fit neatly into the other two categories.

5. Ranking: I believe it is important for the hiring manager to know how colleagues and others feel about the candidate. If several mark: “Definitely Do Not Want,” the supervisor needs to be prepared to deal with office tensions if that candidate is chosen. 

Hiring staff is one of the most important roles of the supervisor. Use this form or something similar to ensure that you get valuable feedback from those involved in the selection process as well as to help you hit the ground running to address training needs and concerns your new hire may bring.

beth triplett

About the Author leadership dots by dr. beth triplett

Dr. beth triplett is the owner of leadership dots, offering coaching, training and consulting for new supervisors. She also shares daily lessons on her leadershipdots blog. Her work is based on the leadership dots philosophy that change happens through the intentional connecting of small steps in the short term to the big picture in the long term.

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