Let’s face it, when we vote – whether in a political election or in selecting someone to join our organization – the decisions that determine the successful candidate – come down to four basic criteria:
- Who the candidate is – vision, definition of success, agenda, motivation, beliefs, values.
- The experience the candidate has – knowledge, skills and abilities to get the job done.
- How likeable the candidate is – personality, style, fit within the team.
- The degree to which they enhance our life – contributing to our success and quality of life.
How much each of these weigh in our vote might differ from person to person, yet all are important considerations. Some might give each an equal 25% weight to the overall decision; others may place more emphasis on one or more of the components. No matter how you structure your decision, it’s important to carefully consider each aspect and apply a consistent methodology to every candidate.
Once the evaluation process is defined, share it with the entire interview team and use it as tool to help guide who will be evaluating the candidate in these areas. Discussing with your team is a great way to prevent interview overlap and make sure all your bases are covered.
