The Interview Assessment Form is a critical document used in the recruitment process to evaluate job candidates in a structured and objective manner, while ensuring compliance with Philippine labor laws and regulations. It is designed to be used by interviewers, hiring managers, and HR professionals during candidate interviews, capturing essential information about the candidate's qualifications, competencies, and overall suitability for the role. The form includes sections for basic candidate information, detailed assessment criteria, and interviewer recommendations, all aligned with the Data Privacy Act of 2012 and anti-discrimination laws. This document is particularly important for maintaining consistency in the hiring process and creating documentary evidence of fair employment practices as required by the Department of Labor and Employment (DOLE) in the Philippines.
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1. Basic Information: Candidate's name, position applied for, date of interview, and interviewer's name
2. Interview Details: Type of interview (initial/technical/final), interview method (in-person/virtual), and start/end time
3. Qualification Assessment: Evaluation of candidate's educational background, work experience, and relevant certifications
4. Core Competency Evaluation: Assessment of essential skills and competencies required for the role
5. Behavioral Assessment: Evaluation of candidate's responses to behavioral questions and scenarios
6. Communication Skills: Assessment of verbal and non-verbal communication abilities
7. Overall Evaluation: Summary score or rating and general impressions
8. Recommendation: Interviewer's hiring recommendation and next steps
9. Interviewer's Certification: Declaration of fair assessment and signature of interviewer
1. Technical Skills Assessment: For technical roles - evaluation of specific technical knowledge and practical skills
2. Language Proficiency: For roles requiring specific language skills - assessment of language abilities
3. Leadership Potential: For management positions - evaluation of leadership capabilities and experience
4. Cultural Fit Assessment: Optional evaluation of candidate's alignment with company culture and values
5. Salary Discussion: If salary was discussed - notes on expectations and negotiations
6. Reference Check Authorization: When reference checks are required - candidate's authorization to contact references
1. Scoring Guide: Detailed rubric explaining the rating scale and scoring criteria
2. Required Competencies Matrix: List of role-specific competencies and their importance ratings
3. Interview Questions Bank: Standard set of questions for consistency across interviews
4. Red Flags Checklist: List of potential concerns or disqualifying factors to watch for
5. Compliance Checklist: Checklist ensuring all required areas have been covered and documented
Relevant legal definitions
Clauses
Relevant Industries
Technology
Healthcare
Financial Services
Manufacturing
Retail
Education
Professional Services
Telecommunications
Construction
Hospitality
Government
Non-Profit
Banking
Insurance
Real Estate
Energy
Transportation
Media and Entertainment
Relevant Teams
Human Resources
Recruitment
Talent Acquisition
People Operations
Personnel Management
Organizational Development
Learning and Development
Employee Relations
Corporate Services
Operations Management
Relevant Roles
HR Manager
Recruitment Specialist
Hiring Manager
Department Director
Team Lead
Technical Interview Specialist
HR Business Partner
Talent Acquisition Manager
Senior Recruiter
HR Director
Operations Manager
Project Manager
Human Resources Officer
Recruitment Coordinator
Department Head
Vice President of Human Resources
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