Balanced Scorecard Help Constructing Effective Interview Sheets
Interviewing, after screening potential candidates, happens to be the first and for some firms the final step towards selection of applicants. An interview not only gives the candidate a chance to prove him or herself but also enables the firm to gauge them accordingly. Hence it should be a meticulously detailed activity.
With the fast paced corporate requirements, the managers have little time in hand to formulate specific interview sheets for positions individually. Despite being a handy tool it is not very commonly used to its true form and function. What departmental heads and HR personnel indulge in is firing ad hoc questions at the interviewee on their big day rather than basing them on in-depth conversations to test their knowledge, skill and performance.
Preparation has never hurt anyone and being well prepared is half way through success. What managers and departmental heads today need is an integrated support system into their human recourses information system with the help of which they can design personalized interviewing sheets in-line with departmental and organizational goals rather than randomly developing bullets before an interview and then noting down results personally.
One such system is Balanced Scorecard that allows managerial skills to merge with quantifiable data. Each department head or the interviewer can generate their own interview sheets upon identifying the factors or ‘indicators’ to judge the applicant on. These may include confidence, communication skills, ability to work with team, service oriented, dependability, appearance and many more. Each of these attributes is given values that signify the minimum and maximum limits to make the task easier for interviewer who can base the questions on these attributes and then rate the candidates accordingly.
Balanced Scorecard allows taking on an integrated approach to the task of interviewing that helps discipline, organize and plan a system that is easy to study, control and improvise.
These predetermined indicators of questions identified, help yield valid data that save the most valuable asset of today i.e. ‘time’ and also make comparison, compiling and extraction information a much easier task. It also helps increase the likelihood of obtaining useful information in making the selection decision for the organization and the management team.
This also saves time for the selectors to go through the resume or CVs which they hardly get time to do so before and base questions and indicators related to the missing gaps, discrepancies and experience of the candidate along with other organizational requirements.
A good interview not only leaves the candidate feel aptly challenged and satisfied but also instills the feeling of goodwill for the company. This powerful tool enables to view the results objectively as they are not concluded as personal notes but are based on numerical grading. Thus enabling the managers to find the closest fit to the prerequisite of the position vacant, departmental and organizational targets with clarity of what to expect and test of the candidates.
