An interview evaluation form may be considered just another piece of paper. The truth is, if done correctly, it will help prevent mistakes in hiring. Specifically, it improves your selection in three areas; more consistent interviews, better interviewer notes and a more impartial result. These are the 3 top reasons to use an interview evaluation form. Let's dive into this more...

Consistency

In a typical interview evaluation form, (see below for a sample you can download), the questions are laid out as part of the form and space is provided for the interviewer to take notes. The very act of putting the suggested questions on paper will likely lead to a thorough interview and insure each candidate gets a chance to answer the same questions. This will lead to a more consistent interview process because you are comparing apples to apples in terms of the questions asked to each candidate in the interview.

Better Notes

Regarding notes, when the form is laid out with questions and a corresponding section for notes, it is more likely the interviewer will capture notes associated with a question. This will lead to better notes with more clarity. When an interviewer takes notes without reference to a specific question, sometimes the context of the answer is lost in the notes. Having the questions associated with the notes will solve this problem.

Impartial Results

At the end of the interview, with all the notes in hand, the interviewer then must go about the task of rating the candidate(s). In this process the interviewer assigns a rating of 1 to 4, with 4 being the top grade. The interviewer is now done.

The completed form is sent off to the hiring coordinator. The coordinator then applies a weighting to each rated criteria. The weight is associated with the importance of the criteria in the execution of the job. The product of the weight and the rating creates a score. The scores are summed to generate an overall interview score. This score can then used be to compare candidates.

Summary

Using an interview evaluation form can eliminate the 'gut feeling' hiring mistakes. If there is tremendous agreement, then you can be confident that you are making a quality hiring decision. If there is little agreement, the form results create a great starting point for further debate and discussion. Either way you get better quality results in your hiring decisions.





Article Source: http://EzineArticles.com/?expert=Tom_Tassinari

The bad boss, toxic manager, tyrant, or all around ineffective supervisor is a problem many employees face. Stop a random person on the street and ask them about their boss and you'll usually find a horror story. The experiences are real and leave lasting scars on those put in the unfortunate position of having to deal with difficult boss.

So what you should you do? What are your choices? While there is no simple answer or magic formula for every bad boss problem, there are a few things you can do to remain calm, confident, and maintain your power position in the reporting relationship.

Tip #1. Get grounded. It's hard to stare your boss in the face when he or she is demeaning you or worse, ignoring you. The answer? Chill out. That's right - take a step back and focus on what's being said not how it's coming out of your boss's mouth. We get trapped in emotional triggers that send us flying and our blood pressure boiling. Physiologically, the adrenaline and other chemicals that surge when reacting to your boss's behavior sends signals to your brain that stimulate a fight or flight response. Either you want to engage or withdraw but in both cases you aren't focused on your boss's message. Being grounded means you have control of your internal reactions so that your energy is spent on the conversation.

Try this: You're not trying to suppress your emotions, but you are trying to control them in the moment facing your boss. Think about your boss as a character on your favorite TV show. Watching someone perform TV puts you in the role of observer. If you can picture your boss as a TV character, even though he or she is live in front of you, it helps to keep in you in a calm and collected non-verbal stance and allows you to listen and respond more effectively.

Tip #2: Stick to the conversation at hand. When your micro-managing boss gets in your face about missing a report or deadline and tries to "motivate" you through tough words, you need to zero in on what's really being asked. Your boss's style, tone, and ranting are distractions. You need to extract the relevant information nuggets that get to the business need your boss is really after.

Try this: When your boss takes a pause in conversation, jump in with a clarifying mirror statement like, "I want to make sure I got everything you said."

Then repeat the highlights of the message (who, what, where, why, when) back to your boss. If your boss is a high pressure type or simply thinks you and other staff members are not accountable enough, a brief restatement of important points shows your boss you're paying attention.

Tip #3. Agree on outcomes. The final step in taking your boss from initial tirade to balanced communication is to outline the results. You want to make sure you know what to prioritize so you deliver what's expected with surprises later. You take control of your boss's initial comments thrown over the wall by detailing the key things your boss wants. You ask for clarification and validation before you end the conversation with your boss.

Try this: Take notes in front of your boss so he or she knows you have a record of what's being agreed to. Writing things down is useful on many levels not just to make a to-do list. You can also formulate questions easier as you are transcribing rather than maintaining a pure mental volley with your boss about what he or she wants.

Choosing the right time and approach is important in the diffusion process as well but it starts with having the right perspective. Maintain the message not the emotions, and you will find that communication, and relationship with your boss, will improve over time.



Article Source: http://EzineArticles.com/?expert=Tony_Deblauwe

The key objective for an employer

...when he ventures out on taking interviews for new candidates for the company is to get the candidates to portray themselves in the true sense, which would then help the employer to determine whether the employer is suited for the company or not, the employer interview questions therefore must be framed in that fashion.

Just like candidates appearing for the interview would be preparing for the interview so is it important for the employer to prepare the correct employer interview questions.

By being under prepared or lacking in discipline would only result in candidates perhaps themselves opting to not work for the company.

Therefore considerable amount of thought going into the right employer interview questions is very important indeed.

To start off, like mentioned above; a good set of employer interview questions must get the candidate to speak their minds. For this purpose the following style of questions would be best suited:

• "Why does our company interest you?"
• "Tell me about your prior professional career"
• "What kind of duties/responsibilities are you best at?"

Secondly, questions must look for honesty from the candidates. A good candidate is not always the one with the best credentials in written paper.

These three questions should be able to prove to you in their answers from the candidates a bit of the candidate's personality.

• "Tell me about your strengths"
• "Tell me about your weakness"
• "What kinds of people can you not deal with?"

Look for well framed answers yet honest responses, your ideal candidate must be able to present himself well while being honest and answering the employer interview questions.

While these above employer interview questions might be the more common questions that one can use to initially break the ice; if your interest in the candidate continues to grow you could challenge him or her with some tougher to respond to employer interview questions.

These following questions are more critical and would require a confident candidate to reply and moreover the answers to these employer interview questions would help you to analyze the candidate better.

These questions that challenge the candidate include:

• "What is your take and belief on luck?"
• "What kind of a boss would you like working with?"
• "What is the main complaint that if asked honestly, your family would have against you?"
• "Which answer amongst all these did you most like giving?"

The candidate's answers to these above questions should give you a clear vision of what you can expect out of your candidate and what further employer interview questions you can continue asking.

Nevertheless, no matter what the questions you had planned on asking each candidate, there is one key thing you must remember.

If a candidate has not been able to impress or create an impression on you as an employer in the first five minutes it is never going to happen and you should rather not waste time trying to find out.

Still unsure? Get in the head of your victim

A big mistake I see at interviews is that the interviewer himself doesn't know what's going on.

They may think they've got it all figured out but really they don't know what to check look or ask

Precisely why it's important that all serious employers have some sort of guide or reference to go by.

Preferably something which interviewee's won't know much about and don't have the opportunity to buy.



Article Source: http://EzineArticles.com/?expert=Robert_Sampson