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In most incidences organisations will have devised a schema for scoring their interviews. For example, they may use a 1 to 5 scale against the answers given for each question. In other examples employers rank impressions from the interview about issues such as presentation, entry, level of confidence, the ability to communicate, commitment and understanding current situations. The scores will be used as a basis for discriminating between different candidates.
You can be scored in any of the below approaches:
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