{"id":250,"date":"2016-06-20T09:00:50","date_gmt":"2016-06-20T16:00:50","guid":{"rendered":"http:\/\/recruitloop.com.au\/blog\/?p=250"},"modified":"2023-05-12T11:30:01","modified_gmt":"2023-05-12T18:30:01","slug":"how-to-evaluate-candidates-consistently","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/how-to-evaluate-candidates-consistently\/","title":{"rendered":"5 Tips to Ensure You Evaluate Candidates Consistently"},"content":{"rendered":"

In recruitment, impartiality is not just an ethical issue. It can also be a legal matter. For example if an appointment is seen as unfair and a complaint is made, or conversely if a candidate is rejected and, for whatever reason, decides to pull the discrimination card. Therefore, it is important to observe and maintain consistent standards when interviewing and evaluating candidates at all times.<\/p>\n

Here are 5 tips to ensure you evaluate your candidates consistently:<\/p>\n

Free eBook:<\/strong> This guide you will help you learn how to control your emotions and provide consistent feedback to all candidates. Download Now!<\/a><\/div><\/div>\n

1. Thorough screening process<\/h2>\n

The filtering<\/em> of all your\u00a0applications starts with a thorough screening process<\/a>. The actual assessing<\/em> then occurs during the interview process<\/a>. But often it\u2019s during the benchmarking<\/em>\u00a0or short listing process<\/a> where if you are not careful you can in fact make some pretty serious hiring errors.<\/p>\n

If you are lucky enough to have selected more than one candidate to invite in for interview, you must ensure that you have some structure around your interviewing process. There is no point asking the first candidate a series of behavioural- or competency-based questions<\/a> and then asking the other candidate(s) an entirely different set of questions.<\/p>\n

2. Consistency in questioning<\/h2>\n

Each candidate being interviewed for the same position must be asked exactly the same set of questions. And then, like a teacher marking a set of essays, you then need to decide what in your opinion constitutes a very good response, a mediocre response and a mediocre or insufficient response. Having\u00a0a well-defined performance profile<\/a> will certainly help you here.<\/p>\n

Think of an airline hiring a new team of flight attendants or a bank putting on a new shift in their call centre. The dedicated recruitment team will interview dozens (if not hundreds<\/em>) of candidates for these roles and each candidate will be asked exactly the same set of questions.<\/p>\n

Assuming you are not an airline, bank or hotel chain, even though you might not be looking to hire a group of people, you still need to ensure you have a fair assessment and benchmarking process in place so that ultimately you end up hiring the candidate who literally ticks all the boxes.<\/p>\n

3. Have pre-determined selection criteria<\/h2>\n

Rather than looking at candidates from a subjective point of view, you should evaluate them all equally against a set of pre-determined key selection criteria<\/a>.<\/p>\n

These criteria could include:<\/p>\n