5 Steps to Ensuring Objectivity in Your Interview Process

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Staying relevant during an interview can be a huge challenge at times. More often than not, we tend to pass judgement on people based on our sentiments towards them and their first appearance instead of using hard facts. Both parties involved are usually affected. A candidate may not get an opportunity of a lifetime and the organization may miss out on incredible talent. By consistently being objective and intentional, you will ensure interviews are precise and veracious.

While vetting applicants for a job, here are five vital factors to help you stay objective.

Outline your Agenda 

objectivity in interviews

Use a list of specific areas to engage job seekers in while hiring. Avoid being random in each interview. For instance, you could have areas like, “candidates qualifications”, “interest in our company” among others. Maintaining a particular bucket list throughout the interview process ensures consistency.

Describe your Prospects

Have a clear knowledge of what you are looking for in a candidate. Compare all the skills you are looking for and decide which ones are primary and the ones that are secondary. For example, if the position calls for skills in human interaction more than computer skills, a candidate competent in people skills is more lucrative than one who is tech savvy. Having computer skills will be an added advantage in this case. Comparing the interviewees against your list of attributes guarantees that you will not end up hiring a wrong candidate and letting go of the ideal one.

Consider Using Skills Assessments

objectivity in interviews

After identifying the skills you require and the order in which they follow, classify your interview questions based on the traits. Alternatively, you can use industry based skills assessments curated by experts to gauge the suitability of candidates against qualities you consider critical for the role.  

Create a Score Sheet Grading System

Create a grading system that will be used to analyze each candidate. It should be based on the attributes you are seeking and could range from a scale of one to five. You can fill the sheet during the interviews depending on how the applicant answers the questions or immediately after because the information will still be fresh in your mind. Make sure to use the same score sheet for each candidate. The BrighterMonday Skills Assessments provide a standard score sheet for all candidates who apply for a job you post. This removes any bias when grading and selecting candidates. 

Compare  the Candidates

After rating the applicants, compare how they stand to the priority of each attribute. Multiply their scores with the value of importance in every section. This becomes the total score in each category. To find the most suited interviewee, add the scores from all classes and compare with rest to see who scores the best in the interview.

These easy to do five steps will help you perform objective and precise interviews. Moreover, you will avoid making assumptions based on feelings and impressions only. In turn, you get to choose the most qualified applicant for the job. The process is the same all through hence there are no chances of personal bias. You will be assured of the best outcomes for your company due to the effectiveness of the interviews.

The video below gives you a feel of how candidates take assessments on BrighterMonday and how well these assessments cover all the important aspects.

Doreen Mueke
Doreen is the Senior Content Marketer at Ringier One Africa Media.