How to Get Feedback on a Job Candidate From the Hiring Manager
Best practices for interviewing and hiring include getting feedback on a job candidate from the hiring manager. Human resources and senior managers need to know about candidates that are being interviewed for open positions.
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Things You'll Need
- Applicant tracking system
- Discussion after the interview
- Interview notes and candidate rating form
Instructions
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Require the hiring manager to use an applicant tracking system. This will have areas for hiring managers to enter specific information about the candidate and the interview that is accessible to qualified system users. Applicant tracking systems organize, document and archive the recruiting process and streamline recruiting so hiring managers have more time to focus on finding the best person for the job.
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Review the hiring manager's written notes after the interview, ideally from a candidate rating form. A rating form helps organize the interview process and gives a good frame of reference with which to compare candidates. The candidates should be rated on how their education, skills, and experience match the requirements of the job description. Compare them with notes on other candidates' interviews to decide who to invite for a second interview and to make the final hiring decision.
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Talk with the hiring manager after the interview and note the feedback in the candidate's file. Discuss the candidate's interview answers, resume, skills, education and experience. Ask the hiring manager for impressions of the candidate. What impressed him most about the candidate or the interview? What questions did the candidate ask during the interview? What were the candidate's weaknesses? All interview information should be documented, following applicable laws and regulations.
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Discuss hiring manager feedback after interviews with a hiring committee, a human resources representative or a senior manager. Ideally, more than one person reviews candidates for open positions using a formal recruiting process. This is a good time to note anything that was missed and prepare for the second interview.
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Review hiring manager feedback with human resources or legal counsel to ensure compliance with all employment laws and company policies. This should be a consistent part of the interview process. Good communications, professional interviewing practices, and making good decisions based on legal requirements for evaluating candidates will result in the most successful recruiting.
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