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Post-Interview Report and
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Sidebar: For regular and ongoing assessment of employees and to record verbal warnings, please refer to our free employee evaluation form.
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. 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. Some of the criteria as suggested below will require your assessment rather than factual evidence. You should complete the form without bias to any applicant and without personal remarks.
Employee Evaluation and Interview Report
Applicant's Name:
Personal Details
Position Applied for:
| Criteria | 1 | 2 | 3 | 4 | Comments |
| Education/ Qualifications | 1 | 2 | 3 | 4 |
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| Relevant Work Experience | 1 | 2 | 3 | 4 |
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| Interest in the Position | 1 | 2 | 3 | 4 |
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| Time Management Abilities | 1 | 2 | 3 | 4 |
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| Team Work Abilities | 1 | 2 | 3 | 4 |
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| Communication Skills | 1 | 2 | 3 | 4 |
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| Personal Appearance | 1 | 2 | 3 | 4 |
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| Problem Solving Skills | 1 | 2 | 3 | 4 |
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1. Exceeds Requirements
2. Meets Requirements
3. Needs Training / Improvement
4. Does Not Meet Requirements
| Overall Recommendation | Highly Recommended | Recommended | Need more Information | Not Recommended |
| Comments: |
Interviewer's Name:
Position in Company:
Date: ________________________
Signature: _____________________
Check any references supplied - in the 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. 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.
After your final employee evaluation, notify all applicants whether successful or not. Issue a formal employment offer 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. You can issue a letter of regret to unsuccessful candidates who attended interviews (not necessary for applicants who did not make it to the interview stage).
You can find additional employment forms and legal contracts on our Free Legal Forms for Employment page.
Return from Employee Evaluation to Free Legal Documents
Your post-interview and employee evaluation notes should be done as soon as possible after the interview, with the same format applied to all applicants.
