Evaluating a job candidate is a very important element of the world of business. The evaluation of a potential employee carries with it the weight of making the right decision for your company as well as for the candidate. Coming up with a template for job application evaluation can be a difficult job, but it is an absolutely necessary part of the hiring process. Some companies create complicated evaluation charts that line up candidates along an X and Y axis and turn the hiring process into a mathematical exercise. Applicant evaluation need not be so complicated. All you really need to do is set up a series of questions that are answered honestly and objectively.
What are the Candidate’s Strengths?
The first step in evaluating a potential employee should be understanding the applicant’s strengths. This information should come as a result of the interview. Take those strengths and apply them to the needs of the job in question. Line up how well the applicant’s strong points apply to what will be required of him in the actual job at hand.
What are the Candidate’s Weaknesses?
You want to know where the candidate shows weakness in relation to the needs of the job. Once you line up how the strengths related to job compare to the weaknesses related to the job, you can better decide which is stronger. One candidate may shows weaknesses that can be easily resolved while another may exhibit strengths that outweigh the admittedly strong weaknesses. Knowing the strengths and weaknesses of the applicant provides you with a basis for continued evaluation and the additional consideration as to whether the weaknesses can be addressed and corrected through training or education.
Does Experience Align With Job Requirements?
Experience can be a shifty element in the hiring process. A person with ten years experience in the industry may have only a year or two of experience with the specific job requirements in question. Evaluation should take into consideration how concretely the applicant’s work experience lines up with the needs of the job being offered.
Overall Intelligence and Creativity.
An employee evaluation needs to look at how intelligent and creative the applicant seems. You may only get part of the picture from an interview so follow up on those references. Get a feeling for how quickly this applicant is likely to pick up on the intangible requirements of the job in question as well as the broader corporate culture of your business.
Does the Candidate Communicate Effectively?
Communication skills are not required for every job, but you want to hire someone with strong skills in this area. You will be communicating with this person, the co-workers will be communicating with this person and potentially customers or clients could be communicating. Makes sure that the applicant has adequate communication skills or face the potential for a series of miscommunication problems down the road.
What’s the Demand Quotient For The Applicant?
Consider how much in demand the applicant would be if his services were up for auction. How high up the bidding ladder would you be willing to go to make sure you hired this person as well as kept your competitors from hiring him? A job applicant that is much in demand could be a boon to your company or things could go the other way. If the applicant is potential superstar, you may be facing a problem of having to pay through the nose to keep him from bolting to a competitor.
How does the Candidate Compare to Other Applicants?
Employee evaluation is really a system of comparison. You can easily enough compare tangible components like experience, education and communication skills, but you want to go beyond the obvious. Compare the applicants in a creative way. Which one seemed the most self-confident? Which applicant appeared the most likely to blame someone else for his own mistake? Which candidate appeared the most genuine and which of them seemed to be putting on an act? Make the comparisons go beyond the obvious and attempt to root out important intangible components of their personalities.