New hires represent sources of innovation to ensure that companies are always ahead of their competitors. Because of this, knowing how to evaluate a job seeker is essential to success of any company.
It is through the learning of how to evaluate a candidate in an interview, that organizations manage to attract talent and retain them in their teams.
Read too: Talent retention: everything you need to build a successful team
This process must be very well planned and conducted by trained professionals. Only then, it is possible that the vacancies are filled and productivity is optimized.
When learning how to evaluate a job candidate, the HR department ensures that the best candidates are selected for specific positions.
In this way, the organization will be able to follow recruitment and selection trends that effectively reach new employees, following the requirements and needs of the company.
The process of how to evaluate a job seeker, has a strategic function in business, therefore, only with aligned and productive professionals, the organization will succeed in this increasingly competitive market.
Hired employees will directly impact the numbers of the company's performance management and, therefore, its success in achieving all goals.
Therefore, corporations must realize the importance of implement methods of how to evaluate a job candidate, from the analysis of the behavioral profile.
However, many companies have not yet realized the need to prioritize the work of selecting and attracting talent.
IT'S HR task validate the process in front of your company, which has become a great challenge.
To understand how to evaluate a job candidate and select the right professionals, HR must focus on some strategies. Only then will you be able to find the right person.
How to Evaluate a Job Candidate: 10 Tips for a Successful Process
1. Preparation for the assessment
The process of how to evaluate a job candidate must begin before the professional even arrives for your interview.
It is necessary to analyze the real needs of the company for that position.
What skills should the candidate have?
Identify competencies fundamental for all functions to be successfully developed.
For this, the person responsible for the interview must be able to transmit to the candidate the necessary information about:
With all this information in hand, in addition to save time, HR is able to better analyze candidates and eliminate those that do not fit.
2. Selection of curricula
The number of resumes sent to companies is usually very large. Regardless of the vacancy, there are several situations in which professionals declare their interest, without even having the necessary skills.
HR would take months to carry out candidate evaluations and would often end up wasting time with people who do not meet all of the requirements. prerequisites. Therefore, it is essential to learn how to analyze a curriculum and make a prior selection.
So collect and analyze each one in detail and then separate curricula of the professionals with the best qualifications for the next stage.
So, at the time of the interview, use as a basis the information described in the document and also check all references contained therein.
Read more at: Types of interview: know the 10 most used by recruiters!
It is essential to know the opinion of previous employers about the professional.
3. Collection of information
Information about the type of behavior in past jobs, helps in how to evaluate a job candidate and says a lot about how the professional will behave in the next jobs.
Therefore, it is necessary to listen carefully to the previous experiences of the interviewee.
In this way, the recruiter will be able to have a good idea of how the professional will act in his company and if his behavior suits the team.
How to evaluate a candidate in an interview? Some questions can help the evaluator, so include questions such as:
- How would you behave being responsible for serving customers?
- How do you usually act when faced with stressful situations at work?
- Have you had any experience with difficult customers? How was the situation and how was the problem solved?
- Like you would deal with dissatisfied customers?
The person responsible for the interview should be attentive to the answers given, as they will serve as ammunition to evaluate a candidate for a job vacancy.
In addition, the interviewer must observe the non-verbal behavior of the candidate, at the moment.
Does he seem calm or nervous when he responds? Are your answers objective? All of this helps in how to evaluate a job applicant.
4. Do not give unnecessary information in the interview
As we have already said, it is important to provide all useful data about the position, such as:
- the professional's responsibilities;
- the company's objectives, among others.
However, too much information can influence the respondent's responses.
When the recruiter details too much about the company expectations with the new employee, the professional can lie. In such cases, people tend to formulate responses that meet the needs of the company, and may not be true.
5. Notes during the interview
During the entire interview, it is necessary to take notes. Document the information given and score what you think is important about each candidate.
These notes will make it easier to evaluate candidates later. Thus, it is possible to remember what everyone said.
The creation of worksheets listing skills of each one is a great tip on how to evaluate a candidate.
It is possible to give positive and negative points for each characteristic of the evaluated, comparing them in a practical way.
6. Professionalism throughout the process
There is a universal law on how to evaluate a job seeker: act professionally. Even if your company has an innovative organizational culture. Only then will it be possible to take the conversation in the right direction.
Some points that should be considered by the recruiter are:
- Clothes must be appropriate to the company's culture;
- It is necessary to avoid demonstrations of humor, such as boredom or stress;
- Conduct the interview in a professional setting;
- Do not talk about personal matters or unnecessary information to interview.
7. Treat all candidates equally
Regardless of whether distinct behaviors, to be able to evaluate a candidate in an interview it is necessary to follow the same basis. Therefore, it is necessary to follow a pattern.
To assist in this task, the recruiter must follow some guidelines, such as:
- Use the same list of questions during each interview. That way you will have the answers of all the interviewees to be able to compare them;
- Ask only work-related questions, not invading the privacy of any of the candidates;
- Do not ask discriminatory questions;
- Show interest what each candidate has to say.
In order not to get carried away by your own opinion, it is important that someone else knows each of the interviewees classified at the first moment of the interview. Thus, more than one person will know the professionals, and may also evaluate them.
Having more than one interviewer conducting candidate assessments represents the ideal scenario for choosing the right people. That way, no one will be eliminated by personal prejudice.
8. Interview environment
Choosing the right place to do the interviews is essential for the process to be carried out successfully.
Some precautions must be taken, such as:
- The place must be reserved and away from distractions. Especially when the candidate needs to perform some type of test that requires concentration;
- Avoid delays to start the interview. It must start at the appointed time;
- Instruct other company employees not to interrupt the interview;
- Determine a duration for the process. Do not extend this period too long, but also allow sufficient time for the candidate to express himself;
- Do not argue with the interviewee and, in the end, thank them for their interest and availability to go to the company.
9. Good communication
Many professionals are tense at the time of an interview, so the evaluator must promote a calm and relaxed environment.
Good interpersonal communication is crucial to the progress of the interview.
The candidate needs to feel free to speak, just so it will be possible to really get to know each interviewee.
So, avoid dominating the conversation.
Allow the professional time to think and express their opinion.
Ask well thought out questions that lead the professional to really reflect before answering. Insist, through questions, until he gives specific answers.
10. Correct assessment after the interview
It is not enough to conduct the interview in the best possible way if you do not know how to evaluate a job candidate correctly.
The time after the interviews must also be well structured.
For this, it is necessary to carry out an effective data analysis collected. Cross-check information from all candidates to make the correct choice.
To get it right when evaluating a candidate in an interview, try to answer questions, such as:
- At competencies of which candidates will actually bring expected performance?
- You candidates who were best rated in the interview did they actually perform better in the possible tests applied?
- What the best collaborators have in common? Is it possible to identify these characteristics in the company's employees?
- Is it possible to detect, already in the interview, possible characteristics that indicate that the professional will not be satisfied with the position? Or that you will quit with little time at home?
Many of these questions are critical to assessing a jobseeker.
It is not difficult to find companies with appraisers who do not consider past experiences and do not realize that a particular professional does not fit into your company's culture.
This can bring several losses, affecting the internal team and generating unnecessary headaches.
Therefore, it is necessary to follow some basic rules of how to evaluate a job candidate, so as to really make the right choice of professional.
If you are looking for how to evaluate a job candidate, and still want to know how to reduce employee turnover, define a behavioral profile and carry out the entire selection process more efficiently, it is essential to seek the technology assistance.
Solutions such as HR management platforms are perfect for this mission. Systems like the one offered by HR Consultant UK, have features of:
- Automation and agility in screening resumes
- They have behavioral analysis mechanisms
- Crossing of data
- Assessments of responses given by candidates during the job interview and more.
HR Consultant UK is the best HR software of Brazil! With a system that reduces the time in your employee dismissal admission processes and reduces 30% of your HR costs. Get to know the other features of the application and talk to a specialist now!