Use this template as an outline to create your own guide, and add a script for interviewers to follow, information that is relevant to the position, and specific questions to determine applicant qualifications.
The template includes a basic evaluation scorecard and rating scale as well as room for comments or recommendations. If you need ideas for questions to ask during an interview, use this template as part of your brainstorming process. Candidates can also use this template as a practice guide for answering interview questions.
The template includes sample questions aimed at gathering information about a range of skills and qualities. Adjust the questions to fit a specific role, industry, and type of interview.
This template provides a survey for employees who are leaving a job, with questions related to the reason for ending employment, experience at the company, and satisfaction with the job.
As with the other templates on this page, the template can be tailored to fit the needs of your human resources department. Smartsheet is a cloud-based platform that enables HR teams to manage everything from job applicant tracking to new hire onboarding and employee performance reviews.
See Smartsheet in action. Watch a free demo. List the core skills and credentials required for a position, along with other qualities that you want to rank, such as communication style, preparation for the interview, or initiative. Evaluate a candidate by assigning a score to each item based on how well they meet the requirements. The template includes a rating scale to indicate whether a competency was absent, average, or excellent.
You may also want to include notes to record why you gave a certain score. After completing an evaluation form and assigning scores to indicate how a candidate ranks for each requirement, use this scorecard template to add up overall scores and get a quick overview of results. It can also be used to calculate average scores and see how many items received high or low scores. Add notes to support the decisions and recommendations based on the data collected.
Once candidates have been ranked for interview performance, relevant experience, skills, and other factors, you can compare their scores to those of other applicants. This scorecard shows the candidates side by side, along with overall ratings to help you decide which candidates will move on to the next part of a hiring process. Include interviewer names and notes to keep track of each step in making hiring decisions.
Interviews will of course vary widely depending on the type of position that a candidate is applying for, the size and type of the business or organization that is hiring, industry standards or requirements, and other factors.
Creating templates for a range of positions, from entry-level to management and executive leadership roles, can help to define the core qualifications needed for a job, create a standardized approach to interviewing and evaluating applicants, and streamline the interview process so that interviewers have clear expectations and procedures to follow.
While the content and format of an interview will be shaped by the position, here are some common elements that are typically covered:. Interview questions may also relate to planning and organizational skills, salary expectations, work standards, and the confirmation of or expansion upon information provided in a resume.
According to the Equal Employment Opportunity Commission EEOC , discrimination is forbidden from every aspect of employment, including steps in the pre-employment process, such as advertising and recruitment for open positions, application requirements for candidates, and what interview questions are asked. That means avoiding topics related to gender, race, family status, age, disability, or pregnancy. Interviewers may need training in order to fully understand what types of questions could violate labor laws.
A question that is intended to be friendly or personable may actually be interpreted as fishing for information that could be used in a discriminatory manner. Behavioral interview questions focus on how a candidate handled past situations in order to get an idea of how they would perform in the position they are applying for. The questions are designed to get specific, real-world examples of past behavior in work situations.
Due to their focus, they are sometimes called STAR interview questions specific situation, the task required, actions taken, and results. Behavioral questions may illustrate how a candidate is likely to react in a given situation and provide examples of interpersonal and time-management skills. Take a look at the suggested format to obtain insight into how you approve interview questions for this role.
It might fairly and more objectively compare the skills, experience, and characteristics of the candidates you have chosen to interview.
Below is the sample candidate evaluation form. Candidate Name:. Interviewer Name:. Interview Date:. Based on the interview, please evaluate the candidate's qualifications for the position listed above. In each section, space is provided to write additional job-specific comments. Work Experience. The candidate has prior work experience that is related to the position. Communication: articulates ideas clearly both written and orally.
Demonstrated the ability to work well in a team and with superiors, peers, and reporting staff. Demonstrated the ability to manage time independently and work efficiently. Demonstrated the ability to be customer focused. The candidate expressed interest and excitement about the job. Demonstrated the ability to design innovative solutions and solve problems. List an additional skill specific to the job you are filling. Demonstrated the ability to:. Actively scan device characteristics for identification.
Use precise geolocation data. Select personalised content. Create a personalised content profile. Measure ad performance. Select basic ads. Create a personalised ads profile. Select personalised ads. Apply market research to generate audience insights. We call this process job matching. This approach allows us to look at behaviors and competencies as components of the results achieved rather than individual outcomes. The Talent Scorecard ensures that the interviewer measures the total person — thinking skills, competencies, motivation to do the work, team skills, ability to achieve results, and potential.
The Adler Group has created these types of guides for sales, customer service, retail, temporary summer workers, nurses, and many other types of high-volume positions. Prior to creating a guide, we will do a complete review of your current hiring processes and tools. This is a clear description of what the person taking this job needs to do in order to be considered successful.
It describes the key performance objectives, the main process steps needed to achieve these objectives, and the environment and culture involved. It has been shown that when a performance profile is used as the measuring stick to assess candidate competency, interviewing accuracy is dramatically increased. Phone Screen Interview or Group Interview Script This is a two-page Performance-based Interview that can be used by a recruiter or hiring manager to quickly assess candidate competency and interest for a position.
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