The meeting you have with your hiring team after completing client interviews is among the most important to your organization. For maximum productivity and optimal results, prepare and assemble a group in advance which can assess candidate interviews analytically and share thoughts frankly.

Preparation Is as Important as Post-Mortem

Begin with a standardized assessment each interviewer can use to assure that the candidates are being evaluated fairly and accurately. Consider giving each interviewer an area of focus to give particular attention to, such as looking for leadership or communication skills.

Establish criteria for the role at the beginning of the process, sharing the must-haves and the like-to-haves with the hiring team. This way, the required attributes will be addressed in the interview.

How to Assess

Consider a scoring system that would rank each candidate on a one-to-five scale in different traits and competencies. Combine this with a detailed assessment that can be filled out by each interviewer. Each team member should evaluate:

Basic qualifications. Does the candidate have the education, experience and other baseline requirements for the position?

Cultural fit. Do the candidate’s values and goals mesh with those of the organization? Is he/she temperamentally suited to work there? Does he/she possess team and interpersonal skills?

Long-term potential. Is the candidate capable of growing within the role and advancing with the company? Does he/she think outside the box? Is he/she a visionary? Is he/she old school? Which of these matters most to the company and the position?

Likeability. It’s not everything, but the best employees are able to get along with a variety of people throughout the organization. Unpleasant personalities can hurt morale and drag down the entire organization.

Problem-solving abilities. The ability to assess problems and develop workable solutions is a critical skill in many roles. Ask interviewers to pose questions that require this talent.

Other intangibles. Each interviewer should rate the candidate on communication skills, leadership, enthusiasm or any other traits that are critical to success in the position.

Who Has Final Say?

While it’s critical to solicit feedback, someone must take the responsibility for being the ultimate decision maker. Hiring team members may come with their own interests and biases. That’s when a neutral third party like a recruiting partner can help. By working with a recruiter who truly understands your industry, your pain points and how to best position your organization for future success, you’ll be able to make better, more strategic hiring decisions.

The recruiting experts at BrainWorks can help you develop a winning hiring strategy and guide you through the decision-making process. Contact us before you begin your search. We provide access to difficult-to-find talent and allow you to take a more strategic approach to hiring. Contact BrainWorks today to learn more.

Share this article