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| CANDIDATE:
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ASSESSOR: |
DATE: |
The interview is probably
the most important and efficient evaluation tool available to discover factual
information about a candidate. But it is the analysis of this information and
identification of an individual's personal qualities, as revealed by the factual
information collected, which enables assessment of the candidate. The following
is one framework:
A. FACTUAL INFORMATION
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Education
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- focus is on intellect
- info needed -
schools, university, exam results, other interests & achievements
(cultural, social, technical)
Evaluate: choice of
subjects, performance, causes & results of failures
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H
M L
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Work
History
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- look at most recent
experience first
- info needed -
job titles, main tasks, relationships, objectives / results, part of
job liked / done well & vice versa, reasons for changing
Evaluate: significance
of job within the organisation, standing of the firm in the industry,
competence of candidate against demands of job
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H
M L
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Aspirations
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- reality check
- info needed -
what candidate wants to do in short / medium term, what plans for achieving
ambitions
Evaluate: how realistic
aspirations are when set against academic & work achievements to date
plus personal attributes
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H
M L
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Interests
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- ask what they
enjoy about their interests to find out motivations
- info needed -
main interests, with what intensity and for how long
Evaluate: to what
extent proposed job gives an outlet for these interests, and to what extent
it is a barrier
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H
M L
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Circumstances*
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- establish pressures
on career
- info needed -
willingness to move, marital status, number & ages of children,
social family constraints, financial liabilities, driving licence
Evaluate: any constraints
which may affect work effectiveness by exploring marital & financial
stability
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H
M L
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Upbringing*
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- base point against
which person makes decisions
- info needed - where
born, siblings (ages, academic and work achievements), childhood events
Evaluate: economic
& social stability, degree of supportiveness
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H
M L
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* Sensitive areas
- explore carefully & sympathetically, leaving candidate with the option of
not answering if they feel uncomfortable. Be prepared to justify why the question
is being asked.
B. INTERPRETATION
- ASSESSMENT OF PERSONAL QUALITIES
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Energy & drive
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General level of work
output, ability to stay with a problem, persistence, enthusiasm, motivation
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Work
discipline
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General efficiency, ability to plan, control, and monitor work and time,
ability to set objectives and standards |
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Decision making
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Quality of judgement
on personnel & technical matters, willingness and ability to take decisions
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Intellectual
effectiveness
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Analytical ability,
speed of thinking, creativity |
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Relationships
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Sociability, ability
to work individually & in teams, extent of guidance & support needed
from boss, ability to delegate |
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Flexibility
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Ability to adapt to
new and different people, technology & environments, responsiveness
to change |
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Emotional
stability
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Ability to work under
pressure, response to setbacks and failures |
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C. OTHER COMMENTS
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