An Interview Evaluation
Form (also commonly called an Interview Feedback Form) is a
structured document or system interviewers use immediately after meeting a
candidate to record, score, and summarize their findings. The primary goal is
to standardize the assessment process, reduce bias, and provide objective data
for the final hiring decision.
📝 Key Sections of an Evaluation
Form
A robust evaluation form
ensures every candidate is assessed against the same criteria, typically linked
to the job description and the company's core values or competencies.
1. Administrative Details
This section ensures proper
tracking and context:
- Candidate Name:
The individual being evaluated.
- Job Title/Requisition ID: The
specific position the candidate interviewed for.
- Interviewer Name & Role:
Who conducted the assessment.
- Interview Date & Type:
When the interview occurred (e.g., Screening, Technical, Behavioral, Final
Round).
- Duration:
The total time spent interviewing.
2. Core Competency Assessment
This is the heart of the form,
where the interviewer rates the candidate on specific, predefined dimensions. A
clear rating scale (e.g., 1-5, or Poor/Average/Excellent/Outstanding) is
essential.
|
Category |
Description and
Examples of Criteria |
|
Technical Skills |
Role-Specific Knowledge:
Command of required tools, software, or domain expertise. Problem-Solving:
Analytical ability and approach to challenging situations. |
|
Behavioral Skills |
Communication:
Clarity, articulation, and active listening. Teamwork/Collaboration:
Ability to work effectively with others. Leadership: Experience and
potential for guiding others. |
|
Motivation & Fit |
Cultural Alignment: Demonstration
of values consistent with the company culture. Drive & Initiative:
Level of energy, self-motivation, and desire to grow. Job Readiness:
Understanding of the role and realistic expectations. |
|
Experience |
Relevant Background:
Quality and depth of past roles and accomplishments. Transferable Skills:
How past experience will apply to the new role. |
3. Justification and Evidence
For each rating given in the
competency section, the interviewer must provide specific evidence—quotes,
observations, or paraphrased responses—to justify their score. This crucial
step prevents subjective bias.
- Example: If a candidate is
rated "Excellent" on Problem-Solving, the evidence might be:
"Clearly described the STAR method approach when discussing
the project failure, showing strong root-cause analysis."
4. Overall Recommendation
The final section consolidates
the assessment into a clear decision:
- Overall Rating:
A final numerical score for the candidate.
- Hiring Decision:
A definitive recommendation:
- Strong Hire:
Recommend enthusiastically.
- Hire: Recommend, but
note minor areas for development.
- No Hire:
Do not recommend, based on critical shortcomings.
- Key Strengths:
The top 2-3 reasons to hire the candidate.
- Areas for Development/Risk Factors:
Any concerns that should be monitored during future interviews or after
hiring.
- Suggested Next Steps: Recommending
the next interview stage or an offer.
💡 Importance of Standardization
Using a structured Interview
Evaluation Form is vital because it:
- Reduces Unconscious Bias:
It forces interviewers to focus on job-related criteria rather than
personal feelings.
- Improves Quality of Hire:
Ensures that the final decision is based on a collective, objective
assessment rather than a single interviewer's "gut feeling."
- Ensures Legal Defensibility: Provides a clear, documented audit trail justifying the hiring or non-hiring decision based on job requirements.
