How to Evaluate Interview Skills
An interviewer is a liaison who aids an organization in finding qualified applicants. How do you know if someone is a good interviewer? He or she must be evaluated. Whether done by a peer or Human Resources staff person, it is important from a quality control standpoint to assess the skills of staff responsible for interviews. Here are suggestions on what to assess.
Instructions
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1
Arrange a mock interview or ask to sit in on an actual interview to observe the interviewer's skills.
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Evaluate the interviewer's preparation. Did he appear to be familiar with the job description and the applicant's experience? Did he have prepared questions to ask the applicant?
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Evaluate the interviewer's command of the interview. Was she able to maintain the flow of the interview when unplanned topics were discussed? Was she able to ask about new topics based on the applicant's responses?
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Evaluate the interviewer's ability to keep balance. Did he give the applicant opportunities to elaborate on points discussed? Did he give the applicant opportunities to ask questions?
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Evaluate the interviewer's closing. Did she offer contact information in case the applicant has additional questions? Did she explain the next steps in the hiring process? Did she thank the applicant for coming?
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Summarize your feedback into a report and discuss with the interviewer.
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Tips & Warnings
Interviewing styles can vary. An interviewer should be evaluated on how effective his personal interviewing style is. Ask your Human Resources department if there is an evaluation form to capture your feedback. This will ensure that your evaluation is consistent with other evaluations.
