Employee Evaluation and
Post-Interview Report

A formal employee evaluation or interview report can serve to prove
how one candidate was clearly more suited for a position over another.
It can help to justify your decision - even in court!

If your interviews were conducted according to your job description and all applicants were asked the same questions, you should not have problems with discrimination charges.

Sidebar: For regular and ongoing assessment of employees and to record verbal warnings, please refer to our free employee evaluation form.

It is not unfair practice to demand that certain criteria be met, such as a bus driver must have a valid license and no driving convictions or that a disabled person will be turned away as a firefighter.

Knowing which attributes are most important for your company and the job position, will determine the criteria on the employee evaluation form, so you must tailor the form to suit your requirements. It will also help you compile specific questions for the interview.

There are a number of questions you can ask to get to the answers you're looking for - more about that after the form...

Check any references supplied. In our free employment application form the candidate will grant you permission to do so. Although companies are increasingly reluctant to supply references for fear of being dragged to court, you can still do some investigating. Companies may even supply a glowing reference in exchange for a resignation from an unwanted employee.

Ask if they would ever employ this person again. If the answer is "no comment" then take that as a negative reply.

Speak to past fellow workers, previous customers or employers from the past -reluctance to tell you anything may tell you something.

Did the applicant obtain a "degree" without ever attending university and does the institute that awarded the qualification indeed exist! There are organizations who can verify degrees or qualifications if that is crucial to the job.

One of the tried and tested interviewing techniques is to ask the candidate pertinent questions about the institution he attended e.g. how many students in the class, which subject he enjoyed most and why, how many classes per week etc. and then to watch closely for signs that he is making up answers along the way.

After your final employee evaluation and applicant assessment, notify all applicants whether successful or not. Issue a formal offer of employment letter to the successful candidate and arrange starting dates.

You can add a letter of appointment on which basis they can comfortably resign their current position.

A letter of regret must be sent to unsuccessful candidates who attended interviews (not necessary for applicants who did not make it to the interview stage).

Links and guidelines for all the above and many other free employee forms can be found on our main Employment page!

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