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Conducting interviews? This criteria will help you accurately assess and analyse each candidate

by , 06 October 2014
When conducting interviews your main goal is to find the right candidate for the job who is the best fit for your company.

This means you have to assess and analyse each candidate in detail so you don't end up with a bad apple.

But how do you do this? What criteria must you use when doing your assessment and analysis?

We recommend you do the following.


Use this criteria to accurately assess and analyse each candidate when conducting interviews
 

The Labour Law for Managers Loose Leaf Service says you must assess and analyse each candidate based on:
 
  • Qualifications;
 
  • References;
 
  • Actual work experience;
 
  • The interview;
 
  • Recognition of prior learning; and
 
  • Assessment results.
 
You can then use this information to rank candidates and discuss each of them by listing the positives and negatives to substantiate your decision.
 
So what happens when you use this criteria and find that candidates are closely matched?


 
*********** Hot off the press ************
 
The A-Z of legal recruitment

  • Did you know there are 11 legal requirements for recruitment?
  • Do you know how the Employment Equity Act affects your job advertisement?
  • Do you know what checks you can legally conduct on an applicant?
  • Are you sure your employment contract includes the 16 clauses the law says you must have?

If you don't have all of these aspects correct, you'll be on the wrong side of the law when it comes to your recruitment process.

******************************************
 


Here's what to do when conducting interviews and you find candidates are closely matched

 
When candidates are closely matched:
 
  • Evaluate scores in 'heavily weighted areas';
  • Match each candidate's personality fit with the prospective team and organisational culture;
  • Investigate candidates further by means of references; and
  • Consider a further interview.
 
Overall, remember to keep accurate records of the recruitment, interview and hiring process.
 
While there's no legal requirement for keeping documents, it's a good idea for you to hang on to them.
 
They will come in handy if an applicant challenges your recruitment process and selection or claims he was unfairly discriminated against.
 
There you have it: When conducting interviews, use the above criteria to accurately assess and analyse each candidate. This will help ensure you find the right one.
 
PS: We strongly recommend you check out 57 Tests to hire the best people. It will give you all the information you need to hire the perfect candidate for the perfect job.
 


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