Evaluating Candidate Interviews

1. Evaluating Candidate Interviews EVALUATING CANDIDATE INTERVIEWS HOW-TO GUIDE

2. 2 Evaluating Candidate Interviews How-to Guide So you have just finished a round of 5 interviews, and most of the candidates seem to be competent enough. How are you going to select the right person? With so many factors influencing hiring decisions, and so much risk of making the wrong hire, you need a method for quickly and effectively evaluating each of the candidates. Use Demand Metric’s Interview Evaluation Matrix to eliminate the guesswork. HOW-TO GUIDE Evaluating Candidate Interviews What are Decision-Making Criteria for Hiring? Relevant Experience — Has the candidate worked in your industry before? Have they demon- strated a deep understanding of your business? How recent is their relevant experience? What are their academic credentials? Skill Set — does the candidate have the leadership, communication, problem- solving, analytical, project management, technical, performance measurement, and general management skills required for the position? Knowledge of Position — do you feel that the candidate really understands what it will take to be successful in this job? Did they provide a plan of attack to take your organization from its current state to the goal state? Personality and Fit — is this candidate a good fit for your company culture? Did everyone else agree that this person would be well received by staff? How enthusiastic and self-motivated do you believe this candidate will be? Professionalism — did the candidate offer references? Were they on-time and professionally dressed? Was their attitude calm and confident? Do you feel that the answers to your questions displayed honesty and integrity? 2 Evaluating Candidate Interviews How-to Guide So you have just finished a round of 5 interviews, and most of the candidates seem to be competent enough. How are you going to select the right person? With so many factors influencing hiring decisions, and so much risk of making the wrong hire, you need a method for quickly and effectively evaluating each of the candidates. Use Demand Metric’s Interview Evaluation Matrix to eliminate the guesswork. HOW-TO GUIDE Evaluating Candidate Interviews What are Decision-Making Criteria for Hiring? Relevant Experience — Has the candidate worked in your industry before? Have they demon- strated a deep understanding of your business? How recent is their relevant experience? What are their academic credentials? Skill Set — does the candidate have the leadership, communication, problem- solving, analytical, project management, technical, performance measurement, and general management skills required for the position? Knowledge of Position — do you feel that the candidate really understands what it will take to be successful in this job? Did they provide a plan of attack to take your organization from its current state to the goal state? Personality and Fit — is this candidate a good fit for your company culture? Did everyone else agree that this person would be well received by staff? How enthusiastic and self-motivated do you believe this candidate will be? Professionalism — did the candidate offer references? Were they on-time and professionally dressed? Was their attitude calm and confident? Do you feel that the answers to your questions displayed honesty and integrity?

3. 3 Evaluating Candidate Interviews How-to Guide 1 2 3 4 Be Prepared Conduct your Interviews Evaluate Each Candidate Make the Hiring Decision Action Plan STEP 1 - Be Prepared Standardized Questions Create Professional Interviews Use Demand Metric’s Interview Questions Tool to create a set of standardized questions you can reuse for future interviews. V I E W R E S O U R C E Interview Questions Tool 3 Evaluating Candidate Interviews How-to Guide 1 2 3 4 Be Prepared Conduct your Interviews Evaluate Each Candidate Make the Hiring Decision Action Plan STEP 1 - Be Prepared Standardized Questions Create Professional Interviews Use Demand Metric’s Interview Questions Tool to create a set of standardized questions you can reuse for future interviews. V I E W R E S O U R C E Interview Questions Tool

4. 4 Evaluating Candidate Interviews How-to Guide 1 2 3 4 Conduct your Interviews Evaluate Each Candidate Make the Hiring Decision Use your Interview Questions Tool to control the discussion. Listen carefully to each response and read body language. Action Plan STEP 2 - Conduct your Interviews Be Prepared Learn to Control the Inter- view and Interpret Reaction 4 Evaluating Candidate Interviews How-to Guide 1 2 3 4 Conduct your Interviews Evaluate Each Candidate Make the Hiring Decision Use your Interview Questions Tool to control the discussion. Listen carefully to each response and read body language. Action Plan STEP 2 - Conduct your Interviews Be Prepared Learn to Control the Inter- view and Interpret Reaction

5. 5 Evaluating Candidate Interviews How-to Guide 1 2 3 4 Conduct your Interviews Evaluate Each Candidate Make the Hiring Decision Action Plan STEP 3 - Evaluate Each Candidate Be Prepared Decide Who To Hire with the Interview Evaluation Matrix Use our Interview Evaluation Matrix to conduct an apples-to- apples comparison for each of your candidates. V I E W R E S O U R C E Interview Evaluation Matrix 5 Evaluating Candidate Interviews How-to Guide 1 2 3 4 Conduct your Interviews Evaluate Each Candidate Make the Hiring Decision Action Plan STEP 3 - Evaluate Each Candidate Be Prepared Decide Who To Hire with the Interview Evaluation Matrix Use our Interview Evaluation Matrix to conduct an apples-to- apples comparison for each of your candidates. V I E W R E S O U R C E Interview Evaluation Matrix

6. 6 Evaluating Candidate Interviews How-to Guide 1 2 3 4 Be Prepared Conduct your Interviews Evaluate Each Candidate Make the Hiring Decision Use your evaluation to select the right person. Action Plan STEP 4 - Make the Hiring Decision With the Professional Development Plan Choose Correctly Professional Development Plan V I E W R E S O U R C E 6 Evaluating Candidate Interviews How-to Guide 1 2 3 4 Be Prepared Conduct your Interviews Evaluate Each Candidate Make the Hiring Decision Use your evaluation to select the right person. Action Plan STEP 4 - Make the Hiring Decision With the Professional Development Plan Choose Correctly Professional Development Plan V I E W R E S O U R C E

7. Demand Metric is a marketing research and advisory firm serving a membership community of over 100,000 marketing professionals and consultants in 75 countries. Offering consulting playbooks, advisory services, and 500+ premium marketing tools and templates, Demand Metric resources and expertise help the marketing community plan more efficiently and effectively, answer the difficult questions about their work with authority and conviction, and complete marketing projects more quickly and with greater confidence — thus boosting the respect of the marketing team and making it easier to justify resources the team needs to succeed. To learn more about Demand Metric, please visit www.demandmetric.com About Demand Metric Follow us on Twitter Like us on Facebook Join Linkedin Group © Demand Metric Research Corporation. All Rights Reserved. Demand Metric is a marketing research and advisory firm serving a membership community of over 100,000 marketing professionals and consultants in 75 countries. Offering consulting playbooks, advisory services, and 500+ premium marketing tools and templates, Demand Metric resources and expertise help the marketing community plan more efficiently and effectively, answer the difficult questions about their work with authority and conviction, and complete marketing projects more quickly and with greater confidence — thus boosting the respect of the marketing team and making it easier to justify resources the team needs to succeed. To learn more about Demand Metric, please visit www.demandmetric.com About Demand Metric Follow us on Twitter Like us on Facebook Join Linkedin Group © Demand Metric Research Corporation. All Rights Reserved.