Score Every Question: The Interview Evaluation Form
Many standards formulated for interview and the hiring process aren’t in line with the smart perspective I talk about. Some people simply evaluate the whole interview process before it starts and do another evaluation after the interview has been duly conducted and completed.
My recommended method which includes a scoring method is a combination of several methods and my own methods together. I consider the scoring system in most assessments and in smart business on a scale of 0 to 100.
Two scores are usually defined in the assessment form:
One score before the interview,
The other one after the interview.
I believe there must be a third score as well:
It means a score before the interview, a score during the interview and a score after the interview.
I don’t agree with giving a total score in the interview.
That’s why I said that you need to assign a score for each question and see what score the applicant has earned at the end instead of recording your personal understanding and give the applicant, say, a score of 90 or 50 out of 100.
Such style of scoring shows your personal opinion and understanding, not your professional judgment.
It is hard to separate personal and professional opinions and it requires a professional process.