Job interview checklist template

Evaluate a candidate by assigning a score to each item based on how well they meet the requirements. The template includes a rating scale to indicate whether a competency was absent, average, or excellent. You may also want to include notes to record why you gave a certain score. After completing an evaluation form and assigning scores to indicate how a candidate ranks for each requirement, use this scorecard template to add up overall scores and get a quick overview of results.

It can also be used to calculate average scores and see how many items received high or low scores. Add notes to support the decisions and recommendations based on the data collected.

Once candidates have been ranked for interview performance, relevant experience, skills, and other factors, you can compare their scores to those of other applicants. This scorecard shows the candidates side by side, along with overall ratings to help you decide which candidates will move on to the next part of a hiring process.

Include interviewer names and notes to keep track of each step in making hiring decisions. Interviews will of course vary widely depending on the type of position that a candidate is applying for, the size and type of the business or organization that is hiring, industry standards or requirements, and other factors.

Creating templates for a range of positions, from entry-level to management and executive leadership roles, can help to define the core qualifications needed for a job, create a standardized approach to interviewing and evaluating applicants, and streamline the interview process so that interviewers have clear expectations and procedures to follow.

While the content and format of an interview will be shaped by the position, here are some common elements that are typically covered:. Interview questions may also relate to planning and organizational skills, salary expectations, work standards, and the confirmation of or expansion upon information provided in a resume. According to the Equal Employment Opportunity Commission EEOC , discrimination is forbidden from every aspect of employment, including steps in the pre-employment process, such as advertising and recruitment for open positions, application requirements for candidates, and what interview questions are asked.

That means avoiding topics related to gender, race, family status, age, disability, or pregnancy. Interviewers may need training in order to fully understand what types of questions could violate labor laws. A question that is intended to be friendly or personable may actually be interpreted as fishing for information that could be used in a discriminatory manner. Behavioral interview questions focus on how a candidate handled past situations in order to get an idea of how they would perform in the position they are applying for.

The questions are designed to get specific, real-world examples of past behavior in work situations. Due to their focus, they are sometimes called STAR interview questions specific situation, the task required, actions taken, and results. Behavioral questions may illustrate how a candidate is likely to react in a given situation and provide examples of interpersonal and time-management skills.

The examples that a candidate chooses to share may reveal what they find challenging or difficult. Behavioral questions may also offer opportunities to discover what a candidate has learned from previous challenges. Here are three examples of behavioral interview questions:. Situational interview questions are similar to behavioral ones, but rather than focusing on past experiences, the interviewer offers a hypothetical scenario and asks the candidate to describe how they would deal with that situation.

This can be useful for identifying how someone might handle the responsibilities of a particular job, how they might deal with problem-solving challenges, and their overall level of expertise. Situational questions might include the following:. Both behavioral and situational questions ask candidates to consider various scenarios, but behavioral questions focus on past experiences, while situational ones look to how something might be handled in the future.

Most interviews include a combination of both approaches, along with general questions related to background and competencies. Using a scorecard to evaluate an interview provides a standardized and efficient method for ranking candidates. A scorecard can also be a helpful tool for comparing how different interviewers rate the same candidate. Filling out an evaluation scorecard creates documentation to support hiring decisions and protect against claims of bias.

Taking time to train interviewers on how to use evaluation forms and scorecards can also help the interview process go smoothly and encourage accuracy and consistency. They tend to ask inappropriate questions and monopolize the interview time instead of letting interviewers speak up. So, underperforming interviewers should be reminded to stick to the objectives of the interview by following the interview guide.

This will streamline the process, and draw out more varied responses and lead to a more engaging interview experience. Another way to help improve their performance is to consider sitting down with them beforehand to assess whether or not they have really understood the objectives and determine if they have prepared for the interview and have planned. In other words, you will be interviewing your interviewers.

You can also tag-team or do group interviews rather than the standard one-on-ones, especially during the final interview.

Ask the Candidates Hard Questions For inexperienced interviewers, tough questions are difficult to ask. Putting in the effort to make the job interview questions can actually help improve higher employee satisfaction. Most hiring managers want to work with the smartest and most creative people, but it is also important to consider looking for the best one who will fit in just right into the company culture.

And asking these tough questions will help you easily identify just that. FAQs What goes on the interview checklist? Although interview checklists can be standardized, what you include in them depends on the hiring manager and the type of position you are trying to fill. The checklist for a managerial position is different from a rank and file one. But employers should also make sure to ask standard questions that establish rapport.

Aside from these small talks, the checklist must cover a wide range of subjects that focuses on the job. If you take a look at different interview checklists for employers template, you will find that there is no exact number of questions on it. However, the open-ended questions may take too much of your time, so make sure to keep an eye on the clock.

A good answer to one difficult question can tell you more about the candidate than to a dozen answers to simple ones. Although there is an interview checklist for recruiters, good interviews are more than just ticking all the boxes on your list. Interviewers must be flexible enough to adapt to the interview flow while at the same time sticking to the interview guide.

Interviewers are also encouraged to listen and observe just as much as they ask the questions. Candidates who exhibit what generally is considered bad behaviors should be given a chance to explain themselves.

There is no one-size-fits-all interview checklist template. But the best thing about having one is that recruiters and hiring managers have a guide on what questions to ask that will address their objectives. An effective interview checklist is one step closer to hiring the right people that will improve organizational performance. There is one thing that we cannot do every week. And that is to have a grocery. Remember to:. Create pre-employment assessments in minutes to screen candidates, save time, and hire the best talent.

Conduct a structured interview with this interview guide template. Hire the best. No bias. No stress. Try for free. Conduct a structured interview with this interview guide template Our blog Conduct a structured interview with this interview guide template. Table of contents. What is a structured interview?

Structured behavioral interview Structured situational interview What is an unstructured interview? Key advantages and disadvantages of unstructured interviews 5 reasons structured interviews are ideal for assessing candidates What are the best practices for creating structured interview questions? What are some best practices to use before a structured interview with candidates?

Interview guide template for structured interview How skills tests help enhance the recruitment process after the interview General skills to test Evaluate your candidates better with structured interviews. Hire the best candidates with TestGorilla.

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