Interview best practices
Calibrating interview feedback and ratings
Behavioral interviewing assumes that past performance is an indicator of future performance. We ask people about their previous experiences in order to see if we can align their responses with our expectations of the job and situations we know they’ll encounter.
Structured interviews call for a structured and standardized way to assess people. Using a clearly defined rating scale not only helps align the hiring team and the recruiter, but also acts as a method of removing bias. There are a few ways to approach hiring scales.
Review the rating scale options below to see how they work, the pros and cons, and the quality of the feedback that would result from each. To demonstrate both, assume the candidate has been asked:
No matter which method you choose, ensuring that everyone is aligned on what a good answer looks like and their definitions of the ratings is key to getting great feedback to base your hiring decision on.