Choosing the Best Candidate

Name: Choosing the Best Candidate
Author: Susan Sherman

Discover how to choose the best candidate using interview scorecards and skill assessments.

Preview the first lesson free — get full access to all 7 lessons.

Course: On-Demand

(bright music) The process for selecting the best candidate involves evaluation, extending offers, and continues through onboarding. In the following lessons, you'll learn how to evaluate and vet candidates as well as the importance of choosing the best candidate through debriefing, extending an offer, and fostering engagement with followup. After completing an interview, it's time to move into the evaluation selection and hiring stages of the recruitment process. It's important to be strategic and follow an established process because hiring the wrong candidate can have a negative impact on your organization. The right candidate saves time, improves organizational growth, reduces turnover costs, maximizes resources, and improves productivity. Evaluating candidates should be comprehensive, consistent, and balanced. A recruiter's goal is to hire the best candidate, not the best interviewee. One of the most effective methods for maintaining balance and consistency is using interview scorecards. You can use these forms to standardize the evaluation of applicants while minimizing subjectivity and bias. Interview scorecards include a list of skills, traits, and qualifications necessary for an open position. These forms provide a standardized evaluation of the interview process and allow you to easily compare rankings to identify the strongest candidates. Other information on these forms may include notes that highlight notable answers, areas of concern, and necessary follow-up. There are advantages and disadvantages to using scorecards. Some advantages are, tracking data. Recruiters perform multiple interviews, and it isn't always easy to separate and categorize the applicants. Interview scorecards facilitate the storing of interview and applicant data. Diminished bias. Using a structured system of scoring results in a merit based evaluation. Evaluating candidates using the same standard may improve the objectivity of the assessment. More collaboration. Recruiters can meet and compare scorecards making more collaborative hiring decisions. Focused interviews. These forms can help the recruiter remain focused on the job requirements during the interview. Improve efficiency. Recruiters can leverage interview scorecards across the organization to assess similar positions. There are also disadvantages that come with scorecards. For example, using the scorecard during the interview can be distracting. Because taking detailed notes can interrupt the natural flow of the interaction and affect rapport. Keeping recruiters focused during the interview is a positive. However, they may miss an opportunity to explore topics if they're expected to complete a scorecard. The evaluation stage in the recruitment process is where you evaluate all available information. The overall approach should be collaborative, balanced, and efficient. At this stage you likely have all the pieces of the puzzle, but deciding between qualified candidates can still be difficult. It's essential during this stage that you remain vigilant and discipline in considering all available information in pursuit of hiring the best applicant.

Intermediate Provider : Susan Sherman 7 Lessons · 17m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

It’s important to prepare and plan your interviewing process. In this module, you will learn how to assemble and assess your candidate pools and conduct effective interviews. You will learn how to reach candidates, choose your interview style and format, and build rapport through conversation. You will also be introduced to some common signs to look for when assessing your candidates.

What You'll Learn

Determine your interview goals and prepare an effective interviewing process
Assemble and assess your candidate pools to reach the right candidates
Distinguish between various interview styles and choose your format
Build rapport with candidates through conversation during interviews
Vet applicants and assess their skills to select the best candidate
Recommend the best applicant, debrief, extend an offer, and follow up

Key Takeaways

Preparing and planning your interviewing process is important to choosing the best candidate.
Assembling and assessing your candidate pools helps you identify and reach the right candidates.
Choosing your interview style and format and building rapport through conversation lead to more effective interviews.
There are common signs to look for when assessing candidates.
The selection process continues beyond the interview through debriefing, extending an offer, and follow-up.

Frequently Asked Questions

What will I learn in this course?

You will learn how to assemble and assess your candidate pools and conduct effective interviews, including how to reach candidates, choose your interview style and format, and build rapport through conversation. You will also be introduced to common signs to look for when assessing candidates.

What are the learning objectives of this module?

The objectives are to determine your interview goals, distinguish between various interview styles, and learn how to assess your candidate and build rapport.

What topics do the lessons cover?

Lessons cover evaluating candidates and considering the next stage, vetting and skills assessment, selecting and recommending the best applicant, debriefing, extending an offer, and follow-up, with a Test Your Knowledge section.

Does this course cover steps after the interview?

Yes. Beyond conducting interviews, the course covers selecting and recommending the best applicant, debriefing, extending an offer, and follow-up.