{"id":120488,"date":"2024-01-10T13:43:00","date_gmt":"2024-01-10T17:43:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=120488"},"modified":"2024-01-11T15:11:54","modified_gmt":"2024-01-11T19:11:54","slug":"interview-rubric-for-hiring","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/interview-rubric-for-hiring\/","title":{"rendered":"Interview Rubric for Hiring: Questions to Answer as an Interviewer"},"content":{"rendered":"\n

What interview rubric for hiring should you follow? What types of questions should you answer as an interviewer?<\/p>\n\n\n\n

The first step in the hiring process is creating a hiring rubric when a role opens. This rubric lists the role’s important responsibilities, as well as abilities and traits that can help the employee complete those responsibilities.<\/p>\n\n\n\n

Here’s how to fill out your interview rubric.<\/p>\n\n\n\n\n\n\n\n

Create a Hiring Rubric<\/strong><\/h2>\n\n\n\n

An interview rubric for hiring gives you an easy reference for the rest of the hiring process to ensure your candidates will be able to properly fill said role.<\/p>\n\n\n\n

(Shortform note: The hiring rubric the authors describe is similar to a role description on a job listing. Thus, HR experts\u2019 advice on writing job descriptions<\/a> may help when crafting a rubric. While they don\u2019t recommend creating a new description every time a role opens, they do suggest updating each description when the employee in that role has their annual performance review. This keeps the description up-to-date and lets you use it to evaluate the employee\u2019s performance. Unlike Smart and Street, these experts don\u2019t pay equal attention to responsibilities, traits, and abilities. Instead, they suggest briefly listing the minimum skill level required and then going into greater detail about the responsibilities\u2014like sharing the percentage of time an employee would spend on each\u2014so candidates fully understand the role.)<\/p>\n\n\n\n

We\u2019ve arranged the authors\u2019 advice under three questions you can answer to identify these responsibilities, abilities, and traits:<\/p>\n\n\n\n

Question #1: What\u2019s the Role\u2019s Purpose?<\/strong><\/h3>\n\n\n\n

The first question you should answer when making your hiring rubric is \u201cwhat\u2019s the role\u2019s current purpose?\u201d<\/strong> This is an important question, as the company may prioritize different responsibilities, abilities, and traits from the same role at different points in time. This specificity encourages candidates with relevant skills and experience to pursue the role. It also reminds you <\/em>to look <\/em>for those specific attributes, instead of accepting candidates who are skilled generally but not in the ways you currently need.<\/p>\n\n\n\n

Continuing our example, in a period of rapid growth, you may need a manufacturing manager who can quickly increase output and efficiency. However, when interviewing candidates<\/a>, you focus on their general management experience, rather than the specific skills you need. Thus, you end up hiring a manager who\u2019s fantastic at giving feedback and improving quality but who can\u2019t deliver the rapid output and efficiency improvements you need.<\/p>\n\n\n\n

When defining the role\u2019s purpose, the authors say to keep your description short and use simple language instead of jargon.<\/strong> This ensures that both you and your candidates can easily understand the role\u2019s purpose. The authors also indicate that your description should include the general approach an employee would take to fulfill the role\u2019s purpose and a broad timeline for doing so.<\/p>\n\n\n\n

For example, if the role\u2019s purpose is increasing output, your description may be, \u201cThe manufacturing manager will increase output by 50% over four years by hiring additional teams and training existing teams.\u201d This would encourage candidates who have experience with rapid growth and training employees<\/a> to pursue the role, and it reminds you to specifically look for candidates with this prior experience.<\/p>\n\n\n\n

Question #2: What Are the Role\u2019s Main Goals?<\/strong><\/h3>\n\n\n\n

Once you\u2019ve defined the role\u2019s purpose, the second question you should answer is \u201cwhat are the role\u2019s main goals?\u201d <\/strong>The authors say most roles have three to eight of these. By answering this question, you provide a more detailed explanation of what a candidate must do to successfully fulfill the role\u2019s purpose. In other words, the purpose is the end-point, and the goals are the steps to reach it. These goals clarify your expectations for an employee in the role, so both you and your candidates can evaluate whether they could successfully meet those expectations.<\/p>\n\n\n\n

Thus, ensure these goals are clear, objectively measurable, and have specific deadlines. Continuing our example, two of your manufacturing manager\u2019s goals may be: \u201cCreate an efficiency improvement training program by the end of year one\u201d and \u201cIncrease efficiency by 20% by the end of year two.\u201d<\/p>\n\n\n\n

The authors emphasize that these goals are different from the daily tasks an employee in the role would complete.<\/strong> An employee\u2019s daily tasks (for example, leading meetings or giving feedback to subordinates) are how <\/em>the employee reaches their goals, not the goals themselves. <\/p>\n\n\n\n

Question #3: What Qualities Are Important in This Role?<\/strong><\/h3>\n\n\n\n

The third question you should answer is \u201cwhat qualities are important in this role?\u201d<\/strong> By answering this question, you identify traits or abilities that you want an employee in the role to display. Much like the previous questions, this encourages people with those qualities to pursue the role and reminds you to look for those qualities when interviewing (which we\u2019ll discuss further in a later section).<\/p>\n\n\n\n

To answer this question, consider what qualities may help an employee fulfill the role\u2019s purpose and goals, as well as qualities that fit broader, companywide goals for employee behavior. For instance, you may list \u201cskilled at providing feedback\u201d for the role of manufacturing manager, since they need that skill to complete their managerial responsibility. You may also include \u201ccuriosity\u201d as a trait that you want every <\/em>member of the company to have, if the company relies on continual experimentation and innovation<\/a> to stay at the forefront of its industry.<\/p>\n\n\n\n

The authors caution against being too specific with your desired qualities, though. People with different qualities can achieve equal levels of success<\/a>, so you don\u2019t want to limit your candidate pool too much<\/strong> and overlook candidates who could excel in the role, albeit in a different way than you anticipated. For instance, say you specified that the manufacturing manager needs to be \u201cskilled in providing feedback<\/a> through written evaluations.\u201d You then dismiss a candidate who\u2019s skilled in providing feedback verbally. That candidate could\u2019ve been successful in the role, but you lost the opportunity because of your narrow focus<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

What interview rubric for hiring should you follow? What types of questions should you answer as an interviewer? The first step in the hiring process is creating a hiring rubric when a role opens. This rubric lists the role’s important responsibilities, as well as abilities and traits that can help the employee complete those responsibilities. Here’s how to fill out your interview rubric.<\/p>\n","protected":false},"author":14,"featured_media":120655,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[45,14],"tags":[1360],"class_list":["post-120488","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-management","tag-who","","tg-column-two"],"yoast_head":"\nInterview Rubric for Hiring: Questions to Answer as an Interviewer - Shortform Books<\/title>\n<meta name=\"description\" content=\"An interview goes smoother if the candidate knows the job they're signing up for. 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