Recently I got to see the interview sheets ( where each panel member of the interview is asked to rate candidate on different parameters or competencies) and a final decision based on overall rating. One surprising finding is that the candidate who is shortlisted for further consideration is actually scoring low than some of the candidates who were rejected. The reason(s) in this case is pretty obvious. Lets see some of them:
- The interviewers went by their intuition on whether a candidate is good or not and used scoring sheets only as a justification at later point of time ( in this case they didn't bother to compare scorings with previous candidates). Each interview lasted on an average for more than 2 hours , so there is no doubt on how the candidates are assessed, but the point is the interview sheet which the company uses became more for the sake of record keeping rather than an evaluation tool
- Lets see another case. In this case the interview panel had thoroughly followed the process. But when it comes to making a final decision it depends on the senior most member in the panel, thus giving a scope of introducing bias in the system based on personal preferences of the senior most person.
when ever a senior member is involved in the panel, it makes a valid sense for each member to rate the candidate individually with explanations for ratings and discussion can happen based on the points written in the interview evaluation sheets. HR professional can facilitate this discussion phase as he is more likely to be objective as subject expert in the interviewing process
Now on a completely different topic, if a candidate is interviewed for a position which involves working in a team, it makes sense that the team leader who has a grasp on personalities of team members be involved in the interview process. It need not be leader in all the cases , some one who spent considerable time with the team can be a observer
In this case , the goal should not just be the best candidate but some one who can improve the performance of the team and who can assimilate better in the team
It should not be confused that selecting a candidate just to fit into the team at the cost of quality, some one who can question the underlying assumptions of the team and who can rationally question the team is fine , but some one who can disrupt team cohesion would be a big NO
Lastly , As the saying goes "what u reap is what u sow",Getting right people on board helps achieving the organization goals in the long run
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