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I usually rate the candidate with reference to the following:
Education
Experience
and Interview Question that how he take things during the assigned work and how he plan to achieve the given target.
Hello Zafar,
I learned to use math to help me with anything in life. Before interviewing, build your KSA sheet: Knowledge, SKills, Abilities based on the job description.
I do assign one point for each element: Bachelor =1,5 years accounting:1 point.
So if the candidate has a Masters in Accounting, he would get:2 points. If he has15 years experience:2 points as well.
Meeting the minimum is1 point. Exceeding by much or double = double points.
So at the end you have a clean calculation sheet for each candidate and easy to determine who is the winning candidate. With the KSA, you can include any criterion as long as it was adverstised on the JD and the applicant is aware of the criterion.
Consistency is key. In the US where compliance is key, such tool has proven to deter bias in hiring and any claims of discrimination.
hope this helps.
Knowledge, Skills and Experience only comprises fifty percent of my rating in the interview, although those three factors are very important, it only has the same weight as to my other factor, the other fifty percent, which is attitude. Attitude can be observed with how they answer your questions, their body language, how they construct their sentences, how they talk, walk, and decide, and how they will react to certain scenarios that you will ask them. Although attitude cannot really be measured objectively in the first contact, it will still play a big role in choosing the right candidate. Attitude in the workplace will actually be of great significance because you will be incorporating a new person in an existing community, so he/she must have that personality that can relate well with the people that he/she will be working with to foster teamwork, cooperation, and working towards a specific goal. I would rather hire an inexperienced hardworking passionate individual rather than a highly experienced arrogant, impatient, selfish applicant.
I'd rate a candidate on the following aspects
1. Attitude, Conduct and behaviour.
2. Educational qualifications with reference to the job in hand
3. Skills- technical and non technical for the considered job.
We have been doing so for all candidetes either he is seleted or not and we have designed an interview assesssment sheet which coverd;
1- Education details.
2- Experience.
3- Various skills.
The above attrubites has further sub-division which is being assigned scoring factors and in the end we calculate it and assigned percentage & ranking. We do add comments from requesting manager and HR and file alongwith documents.
The2nd part of your question is WHY? This is because, if any case that selected canddiate left us and might be the concern manager refused to retain him due to lack of expereince or related skills then we review his rating and comments and this helps us to assess the interviewer skills too and for those andiates who have been not seleted by heads so that we could avoid such candiates and in case top management asked us about interview status of rejected candiates so we provide details to them.
