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Candidate Evaluation Form. Candidate Name: Position: Date: Presentation Skills: Overall assessment of candidate's presentation and facilitation skills. Understanding of the Position: Assess candidate's knowledge of the position and its requirements.

Push yourself to a clear point of view and decision and write your decision clearly on the first line of the interview feedback for each session Hire or No hire. Summary of decision: Provide a concise summary of your decision rationale directly after the decision at the top of the interview scorecard.

Educational background. Relevant work experience. Specific skills or technical skills Ability to work in a team environment. Leadership qualities. Critical thinking and problem solving. Communication skills. Attitude and motivation.

Scan resumes first for basic qualifications. Look for more specific criteria. Consider career trajectory. Identify top candidates. Narrow your list further. Consider an aptitude test.

Aim to helpFeedback should be meaningful. Don't just make a list of things you didn't like about a candidate. It's also best to avoid confusing feedback like your answers were too short. Think specifically about what they could change to interview better next time.

Candidate evaluation forms are to be completed by the interviewer to rank the candidates overall qualifications for the position to which they have applied. Under each heading the interviewer should give the candidate a numerical rating and write specific job related comments in the space provided.

Interview evaluation forms are to be completed by the interviewer to rank the candidate's overall qualifications for the position for which they have applied. Under each heading, the interviewer should give the candidate a numerical rating and write specific job-related comments in the space provided.

Interview Evaluation Sheet

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