Evaluate candidates effectively with structured assessment tools
Choose the right method based on the role and level:
Standardised questions for all candidates. Best for most roles.
Practical assessment of job-specific skills. Best for technical roles.
Candidates present on a given topic. Best for senior roles.
Multiple exercises. Best for graduate or bulk recruitment.
Use the STAR method to evaluate candidates' past behaviour:
Set the context. Where and when did this happen?
What needed to be achieved? What was the goal?
What did they do? What was their specific contribution?
What was the outcome? What did they achieve/learn?
Use this scoring system to evaluate candidates consistently:
| Score | Rating | Description |
|---|---|---|
| 5 | Excellent | Exceeds expectations, outstanding example |
| 4 | Good | Meets all requirements, strong example |
| 3 | Satisfactory | Meets minimum requirements |
| 2 | Below Expectation | Some gaps, requires development |
| 1 | Unsatisfactory | Does not meet requirements |
"Tell me about a time you worked effectively as part of a team."
"Describe a situation where you had to resolve a conflict within a team."
"Give an example of a complex problem you solved."
"Tell me about a time you had to make a decision with limited information."
"Describe a time you had to communicate complex information to different audiences."
"Tell me about a time you led a project or team."
"Describe a situation where you influenced others to achieve a goal."
| Criteria | Weight | Candidate A | Candidate B | Candidate C |
|---|---|---|---|---|
| Technical Skills | 30% | ___/5 | ___/5 | ___/5 |
| Experience | 25% | ___/5 | ___/5 | ___/5 |
| Communication | 20% | ___/5 | ___/5 | ___/5 |
| Cultural Fit | 15% | ___/5 | ___/5 | ___/5 |
| Leadership Potential | 10% | ___/5 | ___/5 | ___/5 |
| Total Score | 100% | ___/5 | ___/5 | ___/5 |
