Evaluating Candidates: Post Interview Processes

Name: Evaluating Candidates: Post Interview Processes
Author: Dari DeSousa

In the post-interview stage of the hiring process, you’ll evaluate the final candidates. This module will teach you how to perform an interview evaluation…

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(upbeat music) In the post-interview stage of the hiring process, you will evaluate the final candidates. In these lessons, you'll learn how to perform an interview evaluation and what's involved in candidate tracking and disposition. At the conclusion of all interviews, the final candidates need to be evaluated. A decision needs to be made and a job offered. There are several ways you can gather information from all interviewers. One way is to hold a group call or video meeting and discuss each candidates' merits, with interviewers providing their thoughts and reactions. It is important for all interviewers to have their notes to consult for this recap conversation. If scheduling won't allow for a group call, you can speak with each interviewer individually, summarizing key impressions about each candidate and giving the combined summary to the final decision-maker to review. You can also create a scoring sheet so that all interviewers can provide a score based on the relevant criteria. After meeting with the interviewers, you can collect the scores in order to calculate a combined score and rank your candidates. If there are only a few interviewers, then the process can be more informal. But you'll still wanna capture notes on the final decision and its justification. Retain these notes with the application. Once the decision is made, confirm the offer details, start date, and salary. Decide who will call the candidate to present a verbal job offer with a written offer letter or job contract to follow. Hourly positions don't require a written offer unless there's a local law requiring it, but it can still be a nice touch. A job contract outlines the employer and employee's specific rights and responsibilities. A job offer letter outlines the details of the employment offer, but it's not a guarantee of employment. After the verbal offer has been extended and accepted, it'll be time to notify all other candidates that they were not selected. If a rejected candidate completed an in-person or virtual interview, then calling them and notifying them over the phone is appropriate. Following the call, sending the candidate a personalized letter or note to their home thanking them for their time would be a great practice. You can send a personalized letter as the notification as well, although this may take longer to reach the candidate. If a candidate was only phone screened, then a personalized email notifying them is appropriate. If a candidate was never phone screened but they did apply for the position, an auto response from your applicant system or a standard response email is appropriate. Treating all candidates respectfully at the conclusion of the process is important. Though they weren't selected, you want the candidate to leave their experience with a positive image of your company. They'll be more likely to leave a positive comment on an employer rating site this way. While they weren't the right person for this role, they may be the perfect candidate for a future opening, or they may become a future customer or refer others to your business if they were left with a positive impression.

Beginner Provider : Dari DeSousa 2 Lessons · 5m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

In the post-interview stage of the hiring process, you’ll evaluate the final candidates. This module will teach you how to perform an interview evaluation, along with what’s involved in candidate tracking and disposition. This can help ensure that you’ve made the best possible hiring decisions for your company. Your company may have several qualified candidates vying for a position. The one you choose can have a major impact on your teams and how your company moves forward. It’s important to evaluate your candidates wisely and handle the process of making a job offer correctly.

What You'll Learn

Perform an interview evaluation of your final candidates
Identify the factors to consider when evaluating candidates
Present a job offer and contract correctly
Apply candidate tracking and disposition in the post-interview stage
Take the appropriate post-decision steps after making a hiring choice
Keep accurate records of interviews and notes

Key Takeaways

The post-interview stage is where you evaluate the final candidates to help ensure the best possible hiring decisions for your company.
Several qualified candidates may compete for one position, and the candidate you choose can have a major impact on your teams and how your company moves forward.
Handling the job offer and contract process correctly is an important part of evaluating candidates wisely.
Candidate tracking and disposition are part of managing the post-interview hiring process.
Keeping records of interviews and notes supports sound post-decision steps.

Frequently Asked Questions

What does this course cover?

This module teaches how to perform an interview evaluation, along with what is involved in candidate tracking and disposition, during the post-interview stage of the hiring process.

What will I learn about making a job offer?

You will learn how to present a job offer and contract correctly, as well as the post-decision steps to take afterward.

What lessons are included?

The course includes two lessons: Interview Evaluation, and Candidate Tracking and Disposition.

Who is this course for?

It is suited to those responsible for evaluating final candidates and making hiring decisions, covering skills such as Evaluating Staff, Interviewing Skills, Job Evaluation, Job Interviews, Personnel Procedures, and Personnel Selection.

Why is evaluating candidates carefully important?

Because the candidate you choose can have a major impact on your teams and how your company moves forward, so it is important to evaluate candidates wisely and handle the job offer process correctly.