| CANDIDATE: |
| 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
Education |
- 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 |
H M L |
Work History |
- 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 |
H M L |
Aspirations |
- 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 |
H M L |
Interests |
- 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 |
H M L |
Circumstances* |
- 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 |
H M L |
Upbringing* |
- 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 |
H M L |
* 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
Energy & drive |
General level of work output, ability to stay with a problem, persistence, enthusiasm, motivation |
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Work discipline |
General efficiency, ability to plan, control, and monitor work and time, ability to set objectives and standards |
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Decision making |
Quality of judgement on personnel & technical matters, willingness and ability to take decisions |
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Intellectual effectiveness |
Analytical ability, speed of thinking, creativity |
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Relationships |
Sociability, ability to work individually & in teams, extent of guidance & support needed from boss, ability to delegate |
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Flexibility |
Ability to adapt to new and different people, technology & environments, responsiveness to change |
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Emotional stability |
Ability to work under pressure, response to setbacks and failures |
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C. OTHER COMMENTS
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