How To Rank Job Applicant Interviews

Job applicant with the employer

Because of the job crunch, posting a job opening can lead to hundreds of job applicant interviews. Because of the high number of people looking for jobs each year, compounded by the thousands of new graduates each year, sifting through the applicant interviews can be difficult. Here’s how you can sort through the interviews.

Ranking system. First, you need to determine a ranking system. The simplest ranking system is made of three categories, such as whether the candidate has met the requirements or not, and if the candidate has exceeded the requirements.

Experience. One of the common factors that employers are looking for is experience. Experience is usually measure in terms of years, and your own job opening will usually indicate the number of years of experience that you demand from your potential employee. During the interview, however, you should also ask just what type of performance the candidate has had during the years of experience that he has. Keep in mind that some people may have spent years in a given industry yet still not be the best in the industry. Alternately, there are some people who are a few months or years behind the needed experience level but may still turn out to be more knowledgeable about work than his older counterparts.

Technical skills. Next, learn all about the technical skills that the job applicant has, even those that are not exactly needed in the job that he is applying for. The larger the number of technical skills a person is aware of, the higher the chances are that he is someone who learns easily and who can be trained easily.

Training and education. Next, look for his training and his background education. As with the work experience, there are some people who may not have certification and the required college degree but may still be better for the job than counterparts who have the qualifying training and education. You should still consider these applicants. Years of experience will sometimes compensate for a lack of certification and degree. Keep in mind that, after all, plenty of skills are learned on the job, and not always in the classroom.

Communication and problem-solving skills. In some cases, communication and problem solving skills are sought from an employee. In this case, you should prepare a set of hypothetical questions and situations that the interviewee will be asked to solve or create a solution for .this will help you assess just how good the person is at communication or solving problems.

Leadership. Also create situational questions that are designed to assess just how much leadership potential a prospective employee has. For example, ask the candidate how he plans to work if he finds that his superior is absent or not available for consultation. This will show whether the potential employee can assume leadership roles when necessary, or not.

To compare the results and see which candidates are best for you, you should add up the points in the three judging categories. For example, people who have not met the requirements will have no points. Those who have met requirements will have one point. Those who exceed requirements will receive two points. The potential employee with the highest point gets the job.


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