📊 Evaluating Interview Results: A Step-by-Step Guide

Evaluating candidates is where hiring decisions are made — and mistakes avoided. This guide helps you turn interview notes into solid decisions by following a structured process that reduces bias and increases fairness.

Tip: Start evaluating immediately after the interview ends — while the conversation is still fresh in your mind.

🔍 Step 1: Review Your Notes

Go through your notes from the beginning. For each point the candidate made or behavior you observed, write it down as evidence. Don’t rely on memory — use specifics.

🧩 Step 2: Link Evidence to Competencies

Match each piece of evidence to the required competencies or skills listed in your job analysis. A single comment or behavior may relate to more than one competency — that’s okay.

⚖️ Step 3: Seek Contrary Evidence

If you notice a potential weakness in a candidate, don’t stop there. Ask questions during the interview to explore that area more deeply — it ensures fairness and may surface strengths the candidate hadn’t mentioned yet.

Example: If a candidate seems disorganized, ask them to describe how they manage multiple priorities or track deadlines.

🚫 Step 4: Check for Bias

Be honest about your own assumptions. Are you judging based on personality fit, shared interests, or how articulate the person is — rather than job-related skills? Step back and assess based on evidence.

Common Biases to Watch Out For:

  • Affinity Bias: Favoring candidates who are similar to you in background or interests.
  • Confirmation Bias: Looking for evidence that supports your initial impression and ignoring contradictory data.
  • Halo Effect: Letting one positive trait overshadow all other factors.
  • Recency Bias: Giving more weight to recent answers than earlier ones.
  • First Impression Bias: Letting early impressions cloud your objective judgment.

📉 Step 5: Weigh the Evidence

Balance what the candidate did well with where they fell short. Use a simple scoring scale to help compare candidates fairly:

Suggested Rating Scale:
  • 5 – Excellent: Fully meets the competency
  • 4 – Good: Meets most of the competency
  • 3 – Fair: Meets more than half
  • 2 – Weak: Meets less than half
  • 1 – Poor: Barely meets the competency
  • 0 – No Evidence: No relevant experience or behavior

🚨 Common Interview Evaluation Mistakes

  • Skipping the evaluation or delaying it for days
  • Relying only on memory instead of written notes
  • Comparing candidates to each other instead of the job requirements
  • Focusing too much on personality rather than skills and evidence
  • Allowing bias to go unchecked during decision-making

💡 Use AI Tools for Resume & Interview Evaluation

Consider using AI-powered tools to complement your evaluation process. These platforms help detect inconsistencies, summarize key resume insights, and even assess tone or behavior in interviews:

  • HireVue – AI video interview analysis
  • Hiretual – Candidate sourcing and resume analysis
  • Rezi – Resume scoring and optimization

✅ Key Takeaways

  • ⏱ Start your evaluation right after the interview
  • 🔗 Connect comments to real competencies
  • ⚖️ Be fair — look for both positive and negative evidence
  • 🧠 Watch out for unconscious bias
  • 📊 Use a rating scale to support consistent hiring decisions

📘 Related Tools and Training

🧰 Managing People Training Package – Includes interview evaluation forms, bias checklists, and more.

🧠 What Kind of Office Personality Are You? – Spot patterns in how candidates might behave in teams.

💪 Your Workplace Superpower – Discover how individual strengths show up during interviews.

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