Candidate Selection Criteria

Also, pay proper attention to the interviewee's body language. The body language of an individual goes a long way in informing you about many intricacies of the individual.

The interviewer should try to find out whether the interviewee is faking the answers, or is trying to withhold some information about the answer or themselves. If you do think that the interviewee is faking the answers, do not confront him or her about it. In turn, you can simply ask the interviewee to give any examples of anything that he or she has told you about.

Each criterion is assigned a weight to signify the level of importance in the overall selection. The choices are 5%, 10%, 15%, 20%, or 25%.

You may check his attitude toward important issues such as team work, communication capabilities, stressed situations, future plans, learning curve, motivations, dominancy and methods of work.

There are several other important aspects that one has to remember while interviewing a person.

You should also check whether the interviewee is able to strike a balance between their personal and professional lives.

If the criterion is not used, select No Response. The total percentage should equal 100%. The TEAMS system does not calculate the total percentage selected.

While the interview is going on, you should try to understand the personal traits as well as the attitude of the individual towards the job as well as their profession. Also, try to gauge how serious he is about the job.

Ratings will be assigned as a 1-5 scale:

1) Does not meet this qualification

2) Demonstrates less than average qualification

3) Demonstrates average level of qualification

4) Demonstrates above average level of qualification

5) Exceeds the level of qualification required

The total rating for each criterion will be the percentage of weight x the score (1-5)

Also, make sure that you set questions that will decide whether the interviewee is an initiator in his or her professional life or whether they are more of a follower. Also, your questions should aim to find out whether the candidate brings about any kind of individual assets to the company or whether the qualifications that they bring are more of a supportive kind.