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How to identify the best candidate during an interview?

AmericaOnJobs-Blog
14-Dec-18 Interview
americaonjobs_blog Posted by: AmericaOnJobs

An employer needs to focus on the interview process to figure out the best candidate for the work profile. After getting candidate’s information from free job portal us recruitment the focus is to get the best candidate. Now let’s have a look at how to do this:-
The very first step is to arrange the CV list of the candidates based on the capabilities, experience and identity you look for in this possibility for this position. More importantly this must include HR, the selection representative, and the employer. You may likewise be able to ask the current position holder.


Promoting: The expected set of responsibilities gives your employer the best idea to compose job vacancy related advertisements on leading job portals like AmericaOnJobs.com

Assessment: Prepare a particular set of inquiries and requirements going with assessment ahead of time of the interview. Be careful of an excessive number of questions which may scare candidates which result in failing to meet expectations. You may set up an assessment sheet based on these points:-

  •  Education or Training
  •  Time Management
  •  Leadership Qualities
  •  Relevant work experience
  •  Communication skills (written and spoken)
  •  Teamwork abilities
  •  Problem solving techniques
  •  Motivation Level

Overall comments mark after each individual section with rating out of 10. It can be graphed as the interview progresses.


Prepare additional evaluation techniques.

  • Resume scoring: Score them on their answers against past information to decide general information levels of the candidates. Utilization of CV should be taken care of by specialists or expert executive to maintain a strategic decision from the provided information by the candidates.
  • Work tests: Tthese regularly play a crucial part in knowledge checks and enable you to watch conduct and to analyze this against your company requirements. It could be especially valuable when applicants look fundamentally the same as on paper; are new to the field or require a particular competency in the domain.
  • Evaluation focuses: Candidates participate in solo and group discussions work out, for example, interviews, psychometric tests, assembly assignments and introductions, now and again over a couple of days. It will be in general when companies search for senior levels of hiring in the company.


Restart your interview board to draw up a table, scoring candidates against your criteria. Your waitlist needs to integrate just the quantity of candidates as when you have enough time to meet the company requirements, taking this into consideration close to three to four applicants per day, with complete readiness of the candidate towards the vacant role.

  • Planning possibility for meeting- You can just decently and precisely evaluate an applicant who is set up ahead of time for his or her meeting. Affirm your courses of action and desires in composing.
  • Holding the meetings- Before the meeting starts, focus for the interview to explain the things about the job and its role. Additionally make clarifications which need to be discussed with the candidate. Make the meeting conditions private without any interference. Sit around a table together rather than in board design. Guarantee the interviewee does 90% of the talking. Expect to understand the nervousness of the candidate, not threaten them. Give them time to make inquiries about the company and its job role.
  •  Record the procedure- After each meeting, feedback your assessment structures to order a solitary record. Make this a target record of what occurred and how the choice was made. Try not to incorporate emotional contemplation. Utilize these records to enable you to choose your picked applicant.
  • Choice time and reference check- Appropriate reference checking is the most important part of the interview procedure In this way, when your company board has chosen your favored candidates, altogether check references and in addition while making a final offer to the candidate. This is to enhance the process with an individual verification which takes place on the provided data, for example, work history, credit check and criminal records.


AmericaOnJobs is a prominent job board site which helps employers and candidates to get fit on the best platform. We provide free job portal for us recruitment which is the sure shot answer of every recruitment process and it delivers the screened and qualified online information.

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