Should we hire the candidate or not
At the end of your interview you should be able to say whether you think this candidate should be hired for this job or not. But do not just stop there, also state whether this candidate should be hired for another position you may be aware of. A key to remember is, that sometimes a candidate can be a fit for more than 1 positions at a time. Or while they may be being interviewed for one position, they could be a better fit for another. Flexibility is a key in hiring.
Feedback is important for a number of reasons: it allows interviewers to communicate with each other and share what areas have been covered and what needs to be covered; it provides a record of the interview that can be used for future reference; it helps support the hiring manager and Team(the hiring team consists of all people who are or have interviewed the candidate. Usually that means the recruiter, Hiring manager and other on the current interview schedule) in making the hiring decision.
Key things to keep in mind when writing your feedback:
- Answer three questions: is the candidate right for your company, is the candidate right for your team? Is this the right position or is there another they are better suited for.
- Take a stand: Make sure you not only answer the three question above, but provide support for your recommendation. Your insight is going to be key in ensuring the right decision is made.
- If you're unsure, say so, and wait to see others feedback or wait till the hiring team meet to discuss and then firm up your answer. If you are still in doubt then say no.
- List the questions that you asked and describe the scenario.
- Indicate any personal preferences that the candidate may have revealed.
- Point out any concerns for other interviewers to target/cover in subsequent interviews.
- Gear your decision towards both current position, future potential, company fit and overall potential.
Your feedback should follow these guidelines:
- Support your recommendation. Your feedback should include explanations of the areas your probed, and any concerns you may have. If possible it should state strengths and weaknesses and areas others should probe further.
- Be brief. Be clear, concise and to the point. No need for wordiness.
- Be appropriate. Your feedback should be professional and appropriately worded. Anyone should be able to read it without being offended (including a third-party, such as the Equal Employment Opportunity Commission for example). Do not be unnecessarily rude or harsh, as it biases other interviewers. Keep your feedback job related and not personality focused. The recruiter may use your comments to give feedback to the candidate. Remember feedback is discoverable evidence in a lawsuit.
That is it, you know how to write up your feedback. From my previous blogs on " The BTOS Interviewing System" and " Conducting the Interview " you know how to conduct the interview and how to formulate and ask questions to determine the best candidates and what questions you cannot ask. You are all set to help hire the best of the best for your company.