Page 165 - Boost Your Hiring

Step Four
The Candidate

Evaluation

Evaluating and Rating
the Candidate
Here is another familiar scenario:

The door opens and Brian sees his interviewer appear across the lobby—
eye contact is made for the first time. He immediately tenses and begins
to sweat. His heart rate begins to increase. He can feel his hands getting
moist. It’s a feeling he’s had before—interview anxiety!
He begins to thinks negative thoughts, “I can’t do this. I won’t know
the answers. I’m going to look like a fool. Everybody else is going to do
better than I am in the interview. I will be rejected again.”
By the time the interviewer has crossed the lobby and extended her
hand, Brian is having meltdown and doesn’t even remember to give a
good firm handshake and smile. He has failed before he has even opened
his mouth to speak, and he has done it to himself!

Although it may be a challenge, be aware of prejudices and opinions
you’ve formed from previous experiences.This will pay off when you’re
making a final decision about a candidate.
Sometimes candidates can look as though they are perfect for the job
until you begin to question behaviors—past and present. You may find
that there is a lack of experience or substance once you dig below the
surface.
On the other hand, candidates who make a poor first impression may
be diamonds in the rough. But you can find this out only if you take the
time to listen and probe to find out about these people and their experi-
ences.

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