When evaluating candidates, successful hiring teams use data to reinforce every decision. Statistics can help confirm whether a follow-up interview is necessary, establish where interviewees agreed and disagreed and determine whether a candidate is meeting your hiring team’s standards. Documentation also helps if a candidate is considered for another position down the road.
Record and track all relevant data in one place
Encourage your interviewers to record feedback from a candidate they have just interviewed right away. Whether using a scorecard to be submitted or jotting down mental notes, interviewers can easily save every bit of information your company’s recruitment system so it is readily available come decision-making time.
Base decisions on relevant data points
If your hiring team makes use of role-specific evaluation scorecards, you will have a clear picture of each candidate's strengths and weaknesses, which aids in the decision-making process down the road. It also prevents any biased hiring decisions, which is a huge HR no-no, since all data points are easily available.
Make the process transparent
A transparent interviewing and hiring process involves openness and candid feedback from all stakeholders through standard scorecards. These scorecards enable smarter and more efficient hiring discussions rather than digressive meetings wherein nothing is accomplished. They also prevent HR teams from making ill-advised hiring decisions based on a single, isolated interview with the candidate in question.