Many interviewers assign “ratings” or scores as part of their interview guide process. Provided it’s done consistently and objectively, this can be an effective way to rank and refine the candidate pool towards a final decision. If more than one person is conducting interviews, you will need to consolidate these results to arrive at a group ranking. Either way, recognize the potential for bias and subjectivity in score/rank systems and take counter measures to minimize these potential compromises to your process.
Try creating an evaluation scorecard that can be used to compare candidates on a series of relevant criteria. You may need to refine your scorecard over time but it is a particularly useful benchmarking tool if you are recruiting on an ongoing basis.
After taking precautions to ensure you have developed a consistent and objective interview guide with a ranking system that eliminates the risk of bias, you should have an effective selection tool that will support identification of the best candidates for your role.
If there are multiple candidates being considered, having their information laid out in an easy-to-reference ranking chart can make it easier to compare their skills and attributes. While it is up to the interview team to decide the criteria most relevant to include, it is important to use the same evaluation criteria when evaluating different applicants for the same position. Also note that rating should never be completed during the interview or in the presence of a candidate – take a few moments to focus on this after the candidate has left the room, while the interview is still fresh in your mind.