It is likely that an interviewer will go through the entire interview process and not know how to properly identify who the best candidate for a position really is. By using employee evaluation and employee review forms, the character and quality of each employee can be accurately assessed on one standard. Unfortunately, many interviewers also believe a certain portion of the candidate’s judgment should be based on how their personality and qualities showed in the interview. This is a mistake that often is made in the structured interview.
“Many interviewers assume that the top performers in an interview will also be the best employees.
RECOMMENDATION: Utilize an interview process that is less influenced by the personality and performance of the candidate and more heavily weighted to the quality of the answers and the actual or comparable experiences of the candidates that match the position.”
Using a job evaluation process that stresses the responses of the employees as opposed to how the responses were made by employees will likely result in a much better system for hiring employees. This will allow for greater future hiring success, and a much more effective interviewing system.