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Candidate Ranking for Future Reference |
| by JobOutlets.com - 11/05/2008 |
| "Candidate ranking tips help you rank candidates in a rational way" |
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One of the first assignment at an international company I worked for 8 years ago were to interview and propose a short list of 3 best fit candidate for a management position. At that time, I have well equipted with training sessions about HR management, which included interviewing technique, competencies based interview, hiring and selection… Things were ok from the beginning when the order was just “3 best fit candidates” and you’re fine.
First trouble came in when I met with a very demanding Marketing Director, who came from Australia. This gentleman always came up with question such as “who’s best, who’s next best and who’s the 3rd runner up… things like that.
If I had a scoring board like what I am doing today, then that would be easy to deal with that demanding Marketing manager. If your candidate pool is just 3 or 4 persons, then you would not have any troubles ranking them. But interviewing 10 candidates is a different story, how you identify the second best, the 3rd best. Then you have to rank all 10 candidates you interviewed for some purpose, your boss may want you to wrap up a report telling him exactly how you proceed the hiring process.
I would rather suggest pair ranking for such situation. The concept seems to be used a lot among consulting firms. You may ask ‘hell, I got the first 3 best candidates, so why should I care about the rest?”. You’re right! However, that still not rational enough to tell who rank what positions for all candidates that you processed. Or sometimes you may want to call back some second best or even third best for other purpose or probably for some other positions which might be available a week afterward. That’s not to say the ranking system would certainly help you appear confident before your superior.
Basically, the idea is pretty simple. You compare one candidate to another, base on a set of criteria or competencies. Then you compare one candidate to another based on each of criteria. At the end of the process, you sum up the scoring. Those who get the highest score would be ranked number 1 and … The higher scored candidates would be ranked higher. Let follow the simple example below.
1/ Set up a score sheet, like a matrix. Row headers would be names of candidate. Column headers would be competencies or criterias.
2/ Compare one candidate to another, do it for all candidates. The output at the end of the scoring process is SCORES of each candidate.
3/ Sum up the calculation, those who get the greater points would rank higher in the ranking list.
Compare A-B; A-C; A-D for the competency 1:
A-B: you say A is better than B, then give A 1 point
A-C: you say A is better than B, then give A 1 point
A-D: you say D is better than A, then give D 1 point
Do the same for B-C; B-D; and C-D
Once you finish for the C1, do the same for C2 and C3
Actually, you may want to try this pair ranking process to some other works … such as your top 30 movies of all times
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