No interview is one-sided. As you evaluate the candidate, the candidate also evaluates you. A negative interview experience can change a candidate’s mind about your company and in this age of connectedness, this can spread like a jungle fire. This is proven by LinkedIn’s 7 Recruitment Trends for 2020: 83% of respondents say that a negative interview experience can change their minds about a role or company they once liked. On the flip side, 87% say that a positive interview experience can change their mind about a role or company they once doubted. Interviewing is your chance to present your brand compellingly and win over top talent.

A structured interview system allows you to assess each candidate at every step in the hiring process so you can then objectively evaluate them with your team.
You can create this standardized method by using a scorecard or a checklist. It allows you to assess all candidates on the same level. This reduces the risks of observational errors or unconscious biases.
Here is a sample scorecard you can use in your hiring process:

Download: Interview Evaluation Form

It is prepared by the University of Wisconsin-Madison – A top-ranked research institution based in Madison-Wisconsin, USA.

Once you have gathered all the feedback, discussed it as a team (if you have one), and evaluated your candidates effectively, it’s time to pick the best one. Here are some things to consider when making the offer:

1. Making a Decision:

By using an Interview Evaluation Form and feedback from all the different stages of the hiring process, you can make an informed decision on choosing the right candidate. A candidate’s skills, experience, and education are the three priorities to consider.

2. Salary Expectations

A candidate’s salary expectation helps you determine if your company’s budget aligns with those expectations. You also need to keep in mind that if you already have a team then you don’t have much leverage. It’s because if you go higher than your pre-determined budget then you may also need to raise the salary of the existing team members (provided you’re not hiring an off-shore candidate.) In such cases, you should negotiate a lower salary to agree.
Also if you’re hiring offshore candidates consider if that country has a negotiation culture and how acceptable is it? Communicate clearly so that there is no communication gap between you and the candidate.

3. Verify the References

Before you give someone an offer letter, you should contact the provided references to get first-hand reviews of his past performance. In case of inconsistencies, you may consider alternative candidates.

4. Move Fast

The world of IT moves faster than the rest of the world. Once you’ve evaluated your candidates and made your decision, and checked the references send out an offer to your top candidate without delay.

5. Email Rejected Candidates

Once a candidate accepts your job offer, timely email the rejected candidates to notify them that they have unfortunately not been selected. This is an important part of creating a good candidate experience. This is a part of maintaining your company image as proved by the LinkedIn Global Talent Trends Report, mentioned earlier in this post.

Kashmir Overseas Employment Services is one of the best recruitment agencies of Pakistan. Contact us if you want to hire talent from Pakistan to work on your project.