Use of Applicant Assessment Charts

Use of Applicant Assessment Charts

Use of Applicant Assessment Charts

When one is seeing a number of applicants, it is a mistake to rely purely on memory of the individuals concerned. At the end of a day, or several days, of interviewing, it is likely that only the last three or four applicants will remain clearly in one's mind. This is unfair to the earlier applicants and it engenders a serious risk of choosing the wrong man. One needs, therefore, some formalized means of recording impressions of each candidate. A chart, which can be a variation of the job specification, should be prepared for each applicant. This should contain, in itemized form, the various qualities one is seeking. It may be completed by the interviewer either during or immediately after each interview.

The following is a specimen chart which can be adapted to suit various types of employment interviews:

APPLICANT ASSESSMENT CHART

Position applied for ................Date of Interview ..................

Name of Applicant..................Interviewed by......................

Interviewer's Assessment Rating Impressions (A = Favourable and Comments B = Uncertain

C = Unfavourable)

PHYSICAL Circumstances

Age

Health Record

Personal Appearance Dress

Voice/Accent

Fluency of Speech Mannerisms

CHARACTER

Integrity

Confidence Sociability Self-motivation

Intelligence Empathy

Ego-drive

Interviewer's Assessment Rating Impressions (A = Favourable and Comments B = Uncertain

C = Unfavourable)

EDUCATION

General Standard

Higher Accomplishment Knowledge of Languages

DOMESTIC

Marital Status

Domestic Situation Mobility

REMUNERATION

Current Remuneration Additional Income Sources

COMMERCIAL EXPERIENCE

Previous Selling History Market Knowledge

Technical Knowledge

SPECIAL SKILLS

Organizing Ability Public-speaking Experience

LEISURE PURSUITS


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