Interview Evaluation Form
A form used by interviewers to provide feedback on a questioned person during interview performance. May also refer to a form provided by the organization for students to provide feedback to an interviewer on his/her performance.
Hiring an employee is a lot easier than firing an employee who turns out to be the wrong fit for the company. With an evaluation interview, your charm and poise won't be enough to get you the job. An evaluation interview gets to the core of your experience, knowledge, and skills. It examines and rates your behavior in conflict situations. If you are a successful candidate, it means you earned it.
Purpose
The evaluation interview technique eliminates an interviewer's personal bias. The interviewer relies on a scoring system to determine the right candidate for the job based on the candidate's knowledge, skill, attitude, and experience. A company might need a well-organized project manager, for example, experienced in juggling multiple projects, on time and on budget. The successful candidate scores the highest in his responses to the company's position-related interview questions.
Typical Questions
Be prepared for situational, knowledgeable, and behavioral questions in an evaluation interview. The interviewer might ask how you would handle a particular situation. Behavioral questions probe and make it difficult for you to make up answers. The interviewer might ask how you reached a certain decision while analyzing your experience and behavior. You have the opportunity to show that you researched the position and organization through knowledge questions. The interviewer looks for your real-life experience as it would relate to the organization.
Scoring
Evaluation interviewers use rating scales, from one as the lowest and five as the highest, based on benchmarks, to evaluate responses. For situational and knowledge questions, the interviewer prepares the questions and ratings of potential responses in advance. The candidate might receive five points for saying what the interviewer wants to hear, three for an acceptable response, and one for a poor response. For behavioral questions, the interviewer might need to ask additional questions, takes notes for review, and rate the response. Finally, the interviewer adds other components to the rating sheet, including references and personal qualities such as confidence and appearance, to arrive at an overall score.
Other Uses
In addition to selecting the right candidate for a job, an evaluation interview helps to determine a current employee's potential for an internal promotion. It helps to identify areas of weakness in which employees could benefit from training and development programs. An evaluation interview also determines employee skills, knowledge, and experience which, when effectively combined, can prove vital for team building.
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