Candidate Evaluation Form
What Is a Candidate Evaluation Form?
A candidate evaluation form (CEF) is a tool that’s used to help evaluate and compare job applicants during the hiring process. It helps you assess each applicant’s qualifications, skills, and experience in order to decide which candidate has the right profile for the job.
CEFs are typically filled out by members of the hiring team after having gone through an applicant’s resume and conducted interviews. By creating a standardized form for gathering feedback on each applicant, you can keep track of and compare every person who applied for the job. This way, you’ll have an unbiased record of each candidate so that you can make an informed decision on whom to hire.
Using a CEF is also useful for gaining insight into what your organization looks for in its hires. You can tailor your criteria to individual positions or specific departments, allowing you to better identify qualified candidates who have the necessary skills that fit with your organization’s values, mission, and culture.
Preparing the Form: What Questions to Ask
Now that you’ve identified the qualities you’re looking for in your ideal candidate, it’s time to prepare the form. The form you create should be comprehensive and include questions that will help you evaluate how each applicant meets your criteria.
Here are some sample questions to get you started:
- What is your experience and why do you believe it makes you qualified for this role?
- Are there any projects or initiatives that you have worked on professionally which demonstrate the skills listed in the job description?
- Have you ever been responsible for managing a team and what was your approach to delegation?
- Describe a time when you have had to make an important decision with limited resources and how did you go about finding a solution?
- Do you have any experience with customer service, public speaking or technical support, if relevant to the role?
- What sets you apart from other candidates applying for this job?
These questions can be tailored according to the job requirements and desired experience level of your ideal candidate. It’s also important to note that some questions should remain consistent across applications so that all candidates are evaluated fairly and on an equal footing.
Requirements for an Evaluation Form
Now that you understand the why behind creating a candidate evaluation form, let’s move on to the what. In order to create an effective evaluation form, there are certain requirements that need to be met. Here’s an overview of what needs to be in your form:
- Questions: Your form should have questions that evaluate the candidate on their skillset, knowledge, and experiences. You also want to include questions about their motivation and problem-solving skills as these can give you a better feel for the candidate’s “fit” for the job.
- Rating System: You should also include a rating system on your evaluation form that allows you to provide quantitative feedback on each answer. This is essential for summarizing data and making a comparison between candidates easier.
- Comments Section: What good is an evaluation without any comments? The best forms should give you the ability to explain your ratings further, as well as provide any additional notes about the candidate you think may be pertinent when it comes time for decision-making down the line.
When it comes to creating an effective candidate evaluation form, understanding what needs to be in it is key. By including thoughtful questions that assess relevant skills and experiences, a rating system that allows you to quantify your feedback, and comments sections with additional information—you can rest assured knowing that the data gathered from your forms will help you make more informed decisions about which candidates are best suited for each job.
Assessing Candidates: A Scoring System
Creating a scoring system to accurately evaluate your candidates is essential to ensure that you find the right match. It can also provide a standard way of judging different candidates and help prevent bias or favoritism.
A scoring system should:
- Include criteria that are related to the job description
- Evaluate each candidate against these criteria in a consistent manner
- Give each criterion an appropriate weighting
- Allow for comments so that the decision maker can explain their scoring decisions
When assessing each candidate, refer back to the job description and rate them on competence and experience, attitude, team fit and soft skills. This will give you an overall score for each candidate which you can use to assess their suitability for the role.
It’s important to remember that even though this is a numerical score, it does not guarantee success — ultimately it’s up to you as the employer to make the final decision!
Gathering Feedback From References and Colleagues
It’s important to get feedback from references and colleagues before making a decision about a potential candidate. A comprehensive evaluation should include talking to former employers or supervisors, colleagues, clients, and anyone else who interacted with the candidate in a professional capacity. This can help you better understand how the candidate has operated in their past work environments.
Gathering feedback from references and colleagues can be done by:
- Creating a detailed questionnaire with questions designed to assess the candidate’s strengths and weaknesses.
- Contacting references on the list provided by the candidate, as well as any additional relevant contacts you may have.
- Follow-up interviews with references to provide more detail on the experiences they had working with the individual.
- Speaking with colleagues who worked closely with the candidate – this can help provide insight into their skills and abilities in various roles they may have previously held.
- Requesting any additional information that may help you evaluate the individual’s performance over time, such as performance reviews or records of past successes or failures within an organization.
By following these steps, you can make sure to get all of the information necessary for making an informed decision about a potential employee – one that is based on facts rather than assumptions or opinions from a single source.
What to Do With Evaluations After Completion
After you’ve completed your candidate evaluations, it’s time to go through them, again and again. You don’t want to overlook any of the data that you’ve collected. Taking a close look will help ensure you make the best hire for your organization.
But looking at evaluations can be overwhelming. Here are a few tips on how to go through them efficiently and effectively:
Take notes as you’re going through each evaluation, so that you can refer back to particular trends or comments. This also gives you an opportunity to compare one candidate against another to identify who would be the best fit for the job.
Check All Sections
Make sure that you thoroughly read through each section of the evaluation form, including those related to soft skills like communication and collaboration skills. These are important factors when deciding who will perform well in the position.
Ask For Input From Your Team
Don’t go it alone—ask your team members, such as HR managers and hiring managers, for their input during this process. Two sets of eyes are always better than one, after all! Plus, they may be able to provide insights or experiences with a particular candidate from past interactions that will help inform your decision-making process.
At the end of the day, taking the time to evaluate your candidates is essential for making sure you select the best fit for your organization. Whether you’re evaluating solely based on an initial application or through multiple rounds of interviews and other assessments, having an organized process in place and utilizing a candidate evaluation form to ensure consistency throughout the process is key.
The best approach to evaluating your candidates is to be holistic, transparent and consistent in your evaluation process. Doing so will help you objectively select the candidate who best aligns with the job description and the organization’s goals, ultimately leading to better job performance and a more successful hire.