Forums

Hi there,

I've recently created some interview questions using the Manger Tools 'Interview Creation Tool' (which by the way is great!).

Historically in my company we had to use documentation which  scored the interviewee on each question (1 = Not met criteria, 2 Not quite met criteria, 3 - satisfactory etc). A minimum score was decided upon by the interviewer/s and each candidate was scored using this method.

Since implementing a new recruiting system recently there has been no guidance on scoring candidates, and the old documentation relating to this has been removed. Therefore I'm not sure whether to follow the old scoring method, or use a new one.

Has anyone used a scoring mechanism in-line with the 'Interview Creation Tool' that they have found useful, or tips on how to score using the questions from the tool??

 

Many thanks,

Paul Vaughan

mmann's picture
Licensee Badge

The tool provides a list of Weak and Strong indicators.  I draw a line on the printed page to the right of each of the Strong indicators.   I use this as a scale, with the left side of the line being Weak, the right being Strong, then put a tick mark where I think best reflects the candidate's responses.  Throughout the interview each line will usually get several tick marks since interviews are never linear.  If the candidate's response is a total deal-breaker, I'll place an X on the far left of the line.  If the candidate hits a homerun with a response I'll circle the tick mark.  Immediately after the interview I find it easy to reflect and crystalize each line into a defendable position.  I scribble a sentence or two summarizing each line at the bottom of the page.  One or more of these sentences will invariably make it into the company's HR system.

Thanks for the question.  I'll bet there are thousands of ways people analyze these forms.  It would be great to get other perspectives.

--Michael