Scoring Interview Answers

jgreen

How do others score or evaluate the results of interviews? Our state agency has a strict policy whereby we must determine and submit both interview questions AND "preferred answers" in advance of conducting interviews. Although most of us have no problem with submitting and sticking to a list of prepared questions, the problem is that we must evaluate and score applicants based on how closely their answers match our "preferred answers." Sometimes applicants give even better responses than we expected, but we are not allowed to consider any response that is not part of our predetermined criteria. Is this normal? How do other public and private companies evaluate interviews? We want to be fair and legal, but isn't this a little backwards?

Mike Maslanka

can you give us an example of a preferred answer and how you wanted to score it differently...regards from texas,mike maslanka

jgreen

Here's an example: If an interviewer in our agency chooses to ask a typical behavioral question such as "How have you managed multiple projects in the past?" They must also provide (in advance) the preferred answer and specific point values. For example: Performs long-range planning (10 pts); meets regularly with other team members (10 pts); uses a day planner or other time management system (5 pts); delegates work to subordinates (5 pts.) etc. etc. etc.

The problem we encounter is that the interviewer must anticipate in advance every possible answer to the question. If the applicant answers differently, even if he or she gives a BETTER response, the interviewer may not, under our policy, give any points for anything other than the "preferred answer.' (I have argued that it is not a "preferred answer," but rather a "required answer.") This sometimes forces interviewers to "cheat" later by manipulating interview notes to show that the applicant really answered in the "preferred" way, which defeats the whole purpose of setting predetermined criteria.

Gillian

Having experience in both the public and private sectors, here's my take. What you describe is common in the public sector but not as common in the private. Nothing is wrong, however, with scoring interview answers and doing so can add to a proper evaluation of the candidates. I share your concern with the answer key - that seems to be taking form to the extreme and could hinder a fair evaluation. Maybe the scale needs to be expanded to include other sample answers or a bonus point system build into the process so that extra credit can be given. So long as the changes are nondiscriminatory and the scoring is done without regard to race, color, religion etc. the process could be expanded.