Knowing how to conduct an interview and asking great behavioral interview questions is pointless if you don't record your assessment of the candidate. Talentron makes the evaluation nearly painless while still providing the necessary information to make a decision. You get an effective way of eliciting assessments from your interviewers. Talentron combines the individual assessments into aggregated reports for each candidate simplifying your decision.
You need to evaluate this candidate and compare them to the three people you saw yesterday and the two you met with the day before. You rate each candidate on a scale of 1-4. You can also record any personal comments. Complete reports are created for each candidate. An overall report is created stack ranking all candidates for a single position to each other.
Collecting assessments from interviewers
The candidate has completed all of their interviews. As a talent acquisition professional it's your job to collect the assessments from all of the interviewers. Some interviewers aren’t returning your calls or emails. Why not? Because they know what you want. You want a meaningful assessment of the person they spent an hour with yesterday. They know, they just don't have the time to pull that together.
So what do you get instead?
You see them down the hall about to duck into a meeting. You wave or whistle to them and they give you a big "thumbs up" or a "thumbs down" signal. And, that is your candidate assessment. Pretty pathetic feedback for the time they spent interviewing the candidate, huh?!
Assessing candidates 101
Candidate assessments must be quick and simple enough to complete in just a couple of minutes immediately after the candidate leaves the office.
Talentron's Real Time Rater assessment automatically pops up on their screen at the end of the interview. It asks your interviewers one question for each Behavioral Skill and 5 questions about the candidate’s overall fitness for the position. The interviewer answers each question by selecting the appropriate number of stars. They click the button and they are done! They may also enter their own comments if they like.
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After the interviewer clicks the DONE button their assessment is automatically sent to the server and updates the Recruiter's dashboard. You can view each interviewer's assessment separately with their individual comments, if any. Of course, if the interviewer has not completed their assessment that shows on your screen. You send them a quick follow-up note reminding them that they have just one step left to complete. You might also remind them how easy it is and that best practices suggest that it is best to do immediately following the interview.
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Centralize your assessments. Talentron aggregates all the assessments for each candidate as they are completed. That candidate is given an overall assessment rating and is added to the list of the other candidates applying for that position. You see all the candidates stack ranked on the same page with the highest rating at the top.
Define red, yellow and green
As the interviewers begin assessing a candidate they will notice that the Real Time Rater needle moves each time they click a Star Rating. They can move the needle up or down depending on how they rate the candidate on each criteria.
At the lower end the Real Time Rater shows red indicating that the candidate may not be a good choice. As the needle moves up and to the right on the scale it turns yellow and then green when it goes from 3.0 to 3.1. Scores from 3.1 to 4.0 is green.
Premier subscribers to Talentron have the option to set the bar lower or higher at their discretion.
Why 4 Stars instead of 5?
Wouldn’t 5 stars make more sense than 4 stars? You are trying to make a hiring decision. When you offer an odd number of levels it is too easy for interviewers to pick the middle rating. That's the same as giving you no answer at all.
Apples-to-apples ratings with behavioral definitions
You may ask, Why do you provide the explanations of what 1, 2, 3 or 4 stars means for each category? If interviewers are going to select 3 stars we want them to understand what they are really saying about the candidate. Defining what each star means helps interviewers decide between 2 or 3 stars, for example. The explanation may cause them to give a more realistic answer than what they normally would have done based on intuition alone.
Interviewers are not locked into those four Star ratings alone. They can add a comment explaining why the candidate is better than or not as good as the rating they are giving them.
And, we are not ruling out intuition or gut feel. We know that often interviewers are going to select the number of stars based on intuition or gut feel. And that's a good thing. Talentron helps them give you something more concrete than a thumbs-up signal down the hall.
Talentron helps interviewers and hiring managers conduct high quality, behavioral interviewing. It gets you the best assessments of each candidate after the interview is over. Talentron's hiring metrics give you the reports you need when you need them. All this adds up to you hiring the best people more often. It helps portray your employer branding in the best possible light. And, aren't these the things you really want?! Silly question!
Never lose another great candidate to your competition because you got limited or faulty assessments.