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It’s common for hiring managers to be a little nervous about how a job interview will go. Just as a job candidate wants to present him- or herself in the best possible light, a good hiring manager always wants to put the company’s best foot forward in an interview, too. Often, interviewers will rehearse or bring a list of questions to the interview to ensure they get some answers from a job seeker. It’s only afterwards, sometimes, that they realize they aren’t quite sure what to do with those answers.

As many as eighty percent of job candidates are hired or passed over following an interview based on “likability:” how much the interviewer enjoyed or was impressed by what they had to say. While likability is a nice trait in a coworker, it shouldn’t be the total basis of a hire. The qualities and skills a candidate brings to the table must be qualified so that they can be fairly compared to those of other candidates. Such comparisons can get tricky, so KRESS is here to help.

Below are the primary categories on which your job candidates should be judged as a fit for your business. Grade each candidate on a scale from one to five in each category and tally up the numbers at the end to arrive at a final score. This can help you quickly narrow down your top candidates and help you avoid the likability trap:

Educational Background – Does the candidate have the appropriate educational qualifications or training for this position?

Prior Work Experience – Has the candidate acquired similar skills or qualifications through past work experiences?

Technical Qualifications/Experience – Does the candidate have the technical skills necessary for this position?

Verbal Communication – How were the candidate’s communication skills during the interview?

Candidate Interest – How much interest did the candidate show in the position and the organization?

Knowledge of Organization – Did the candidate research the organization prior to the interview?

Teambuilding/Interpersonal Skills – Did the candidate demonstrate, through their answers, good teambuilding/interpersonal skills?

Initiative – Did the candidate demonstrate, through their answers, a high degree of initiative?

Time Management – Did the candidate demonstrate, through their answers, good time management skills?

Customer Service – Did the candidate demonstrate, through their answers, a high level of customer service skills/abilities?

Overall Impression and Recommendation – Summary of your perceptions of the candidate’s strengths/weaknesses. Final comments and recommendations for proceeding with the candidate.

For more guides and forms to help optimize your hiring process, visit KRESS’ downloadable resources page.