HR MANAGEMENT - HR Methods of Evaluation During a Hiring Decision

HR Methods of Evaluation During a Hiring Decision

by Michelle Reynolds, Demand Media 

Use specific HR evaluation methods to uncover an applicant's suitability for a job.

Hiring the best candidate for your available positions can be daunting in the face of a surfeit of job seekers. Evaluation methods must take into consideration the many legal guidelines hiring managers must adhere to during the selection process. You can still work within those parameters to employ specific HR methods -- singly or in combination -- to comprehensively evaluate each job seeker’s ability to perform the fundamental requirements of the position.

Behavioral

During the interview process, employ an HR method that elicits from the applicant a description of how she perceives the effects of behavior on specific outcomes. This evaluation approach provides a sense of what motivates a candidate. For example, you might ask, "Do you think positive behavior is most affected by accepting or declining additional tasks." This assessment technique can give you a good idea of the personal work ethic -- or lack thereof -- the job candidate possesses.

Competency

Ask the job aspirant to describe a risk he once took and the outcome. The answer can help you determine whether the individual is a self-starter or a follower, as well as demonstrating the skill level required to achieve a desired result. You might ask a computer technician, for example, how he would handle a job intake from start to finish, including providing details about customer interaction, such as what his approach would be when scheduling appointments (Friendly? All business?). This evaluation method can provide a hint regarding the applicant’s potential for future development. Additionally, you can evaluate, to a degree, the individual’s comfort level with customers.

Oral

You can acquire a solid base for evaluation by exposing the applicant to a panel consisting of HR and other managers. This group will have prepared questions for the job contender designed to evaluate creative thinking and presentation skills during her oral responses. The input gained from this exercise will take into account the perspectives of others and will discernibly inform your evaluation, perhaps bringing to light issues you hadn’t considered. This activity will place a focus on the applicant’s communication skills, which might be a significant feature of the job.

Situational

The situational evaluation method, similar to behavioral, focuses on the applicant’s problem-solving abilities. You ask the applicant various questions designed to demonstrate how he would handle certain situations, such as, “How would you handle a customer who purchased a product that he subsequently found at a less-expensive price at a competitor’s?” The resulting answer can help you evaluate the candidate’s ability to determine appropriate courses of action in distinct situations.