Structured candidate evaluation framework for leadership, problem-solving, communication, teamwork, technical competency, and cultural fit assessment.
Assess how well the candidate demonstrated leadership abilities using specific STAR (Situation, Task, Action, Result) examples. Strong examples include clear context, defined responsibilities, specific actions taken, and measurable outcomes.
Rate how proactively the candidate identified opportunities or addressed problems without waiting for direction. Look for evidence of self-starting behaviour and ownership of challenges.
Evaluate whether the candidate quantified their achievements with concrete metrics (percentages, dollar figures, time savings, team size). Strong answers include specific numbers rather than vague statements.
Judge how clearly the candidate distinguished their individual contributions from team efforts. Strong candidates use "I" statements describing their specific actions rather than relying on "we" throughout.
Assess the candidate's analytical approach to decomposing complicated challenges into manageable components. Look for structured thinking, logical sequencing, and ability to identify root causes.
Rate the originality and inventiveness of the candidate's approaches. Consider whether they proposed novel solutions, challenged assumptions, or found unconventional paths to results.
Evaluate evidence of reflection and growth. Strong candidates articulate specific lessons learned from failures or challenges and demonstrate how they applied those insights to subsequent situations.
Assess whether the candidate evaluated alternative approaches before committing to a solution. Look for evidence of comparing trade-offs, consulting stakeholders, and weighing different options.
Rate the overall clarity and structure of the candidate's responses. Strong communicators tell coherent stories with logical flow, avoiding jargon and ensuring easy comprehension.
Evaluate the candidate's comfort and skill in navigating disagreements, delivering tough feedback, or managing interpersonal tensions. Look for constructive approaches and positive resolution outcomes.
Assess whether the candidate genuinely engaged with questions, asked for clarification when needed, and provided relevant responses. Signs include paraphrasing questions and building on previous discussion points.
Rate the candidate's awareness of others' feelings and perspectives. Look for examples demonstrating consideration for team morale, stakeholder concerns, and sensitivity to diverse viewpoints.
Evaluate the tangible value the candidate added to team achievements. Consider collaboration quality, willingness to assist others, and how their efforts advanced collective goals.
A gut-check question about personal fit. Consider whether you found the candidate approachable, trustworthy, and someone you would genuinely enjoy collaborating with daily.
Assess examples of the candidate helping colleagues facing difficulties. Look for patience, mentorship, knowledge sharing, and a genuine commitment to lifting others up.
Rate the candidate's adaptability in response to shifting requirements or unexpected pivots. Strong examples show grace under pressure and ability to recalibrate without complaint.
Evaluate how well the candidate's technical competencies align with the position's needs. Consider both breadth and depth of skills, certifications, and hands-on experience.
Assess the candidate's dedication to professional development. Look for evidence of recent courses, self-directed study, industry engagement, or proactive skill acquisition.
Rate how effectively the candidate translated technical details into understandable language. Strong technical communicators avoid unnecessary jargon and use analogies or examples appropriately.
Evaluate the candidate's knowledge of current industry developments, emerging technologies, and standard methodologies. Consider whether they stay informed through conferences, publications, or community involvement.
Assess alignment between the candidate's working style, values, and personality with your organisation's culture. Consider team dynamics, work environment preferences, and behavioural norms.
Rate how well the candidate's demonstrated values match your organisation's stated principles. Look for consistency between their stated beliefs and behavioural examples they provided.
Consider whether you would trust the candidate to interact with clients, partners, or the public on behalf of your organisation. Assess professionalism, communication skills, and brand alignment.
Evaluate how well the candidate researched and grasped your organisation's purpose, goals, and strategic direction. Strong candidates articulate why the mission resonates with them personally.
Your summary judgement on whether to hire this candidate. Consider all factors including skills, fit, potential, and organisational needs. This is your decisive rating.
A holistic score reflecting the candidate's complete performance across all assessment dimensions. This should balance technical competence, cultural fit, and growth potential.
Rate the candidate's demonstrated capacity to lead, influence, and drive results through others. Consider both formal leadership roles and informal leadership moments.
Assess the depth and breadth of the candidate's technical knowledge specific to this role. Consider both current proficiency and capacity for technical growth.
Rate overall communication effectiveness including verbal clarity, written expression (if assessed), presentation skills, and ability to tailor messages to different audiences.
Evaluate the candidate's analytical thinking, creativity, and systematic approach to overcoming obstacles. Consider both the sophistication and practicality of their problem-solving methods.
Any other observations or comments about each candidate.
Drag and drop candidates to rank them in order of suitability for the role (most suitable at the top).