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Evaluation Scales & Descriptors

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Lesson:

Evaluation Scales & Descriptors

Lesson Content

At this point, you may have heard great stories from the candidate! But how do you rate this candidate? Not only do you want to hear the use of the competency in the candidate’s example, you want to rate the skill so you have an objective roadmap. Typically, a four-point rating scale is commonly used: 4 = far exceeds requirement; 3 = exceeds requirement; 2 =  meets requirement; 1 = does not meet requirement.

The most critical element of a rating scale is not how many levels it has, but rather how those levels are defined. As we indicated earlier, it’s important to have clarity on what constitutes a superior response, an outstanding candidate, a satisfactory response, an acceptable, qualified candidate and a poor response, a candidate who doesn’t have the KSA’s needed. Each person on the interview panel should score each question from their interaction with the candidate and their notes immediately after the interview. Although ratings might differ slightly, if you’ve followed our recommended process, there should be a general consensus on each question.

Stephanie Legatos

Instructor:

Stephanie Legatos

Stephanie Legatos holds an interdisciplinary masters degree in Human Resources and Counseling Psychology. She facilitates workshops on Resilience and Stress Management, Managing Personal Change, Customer Service, Conflict Management, and Train-the-Trainer....

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Christina Danforth

Instructor:

Christina Danforth

Christina A. Danforth, SHRM-SCP & SPHR, launched HR Jetpack in 2016 to support the development and professional growth of her fellow HR colleagues. She started her HR career in 2002....

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