How do I compare and evaluate candidates?

To evaluate candidates, let’s return to the goal of the hiring process: finding candidates that

1) meet the minimum requirements (i.e. they do the job) and

2) are the right fit for the team.

If you followed the previous steps on using a system for selecting candidates to interview and used the WIL student interview template, you will have plenty of information to help you compare and evaluate candidates.

Your process doesn’t have to be as scientific as what we’ve proposed here. As with any hire, there’s no definite way to predict how a candidate will perform in the role. However, these systems will help you to reduce bias in your hiring process. After the interviews you might have a good sense of who you’d like to hire. We still recommend returning to your notes to ensure you haven’t overlooked important details in identifying your ideal student.

For example, you may interview a candidate who has excellent communication skills, a great attitude, and seems like they will be a strong addition to your team. When you review your notes, you realize that they have less experience than other candidates in using a software that’s essential to the position.

Hiring this WIL student is still a great choice, but you might then consider arranging some training for them in the first few weeks on the job. Perhaps you could pair them with a mentor who has expertise in the software and capacity to help your WIL student when they have questions.

Use your system 

In Who should I interview? and Are there any interview best practices I should follow? we talked about the importance of using a system in the recruiting process. Your system should give you measurable data about which students

1) meet the minimum requirements and

2) are the right fit for the team.

Go back to your notes to take a comprehensive look at all the candidates, tally scores, and compare notes with the other interview panelists. As you complete your review, note instances of interview bias. If you completed several interviews back-to-back, you may notice contrast bias, where a candidate seems stronger if their interview occurred immediately after a relatively weaker candidate. 

If you're comparing many candidates

A systematic approach is invaluable if you're comparing several candidates. 

  • Screen the candidates using a consistent process. To keep the hiring process equitable, what you do for one candidate, you must do for all.
    • Focus your attention on the candidates’ skills and experience that relate to the essential elements of the position 
    • Skip over applicant names and personal information
    • Unless it’s important to the role, don’t pay attention to style or minor typographical errors
  • Use a systematic approach to make the process efficient and reduce bias.
    • Create a document (in Excel, for example) with the applicants and position criteria so you can check off the criteria as you review
  • Sort the applications into three groups based on likelihood to move on in the application process: (1) does not meet the basic requirements, (2) meets some of the basic requirements, and (3) meets all of the basic requirements.
  • Ask the current WIL student to help review the applications and interview notes. They know the skills and experience that will help the next student succeed and might identify a positive or negative indicator you overlooked. 
  • Take notes as you go, so you can refer to them later. 

If you're comparing a few candidates 

In some instances, you may end up with only a few applications, and that's ok. Review the applications as you normally would.

Next time you recruit, you might want to consider:

  • Posting the experience to a broader range of students. Students in a variety of disciplines may have the skills you’re looking for.
  • The timing of posting your WIL position. Were you late in the cycle so most students already secured positions? Is there a time of year where more students with your criteria are available?
  • Were there any barriers that would have prevented students from applying? For example, did you ask for a lengthy application in addition to a resume and cover letter or a requirement to submit a physical portfolio? 
  • Reviewing your job posting from the perspective of your target student. Identify aspects of the posting that may not resonate with them and find areas for improvement. For example, is there industry specific jargon? Are there details missing that could help the student picture themselves in the role?
  • Increasing your brand awareness on campus. Students are more likely to apply if they are familiar with your brand and have heard about successful experiences there.

Comparing candidates with similar qualifications

Comparing candidates with similar qualifications can be tricky. Below are suggestions on criteria you can use once you've narrowed down your top candidates. Remember that these criteria should also be measurable, so you can continue to follow recruitment best practices. 

  • Use these points to determine a candidates' interest in the role:  
    • Demonstrated enthusiasm for the specific tasks associated with the role
    • Showed an understanding of the organization and its projects/services
    • Illustrated that the role is a logical career step 
  • Narrow down the one or two most important criteria for the role, and further divide them to make the criteria more specific.
  • Identify challenges associated with the role and then identify the qualities of a candidate best able to overcome them. 
  • Judge a candidate's potential by looking for a demonstrated willingness to learn as well as a curiosity with the role and organization.
  • Consider the candidate's long-term career goals and how they might fit with your organization. 

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