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When interviews have been completed, the hiring manager facilitates the evaluation process. The goal is to objectively evaluate candidates against the selection criteria, the department needs and preferred competencies to determine if there is a good match. Consider Equity, Diversity and Inclusion (EDI) principles during the evaluation process, ensuring a fair and unbiased final selection.

The evaluation considers:

• Application documents (resume and cover letter).
• Certifications, education credentials, interview assessments (incorporates selection criteria) or other bonafide requirements (as outlined in the posting, if applicable).
• Team meeting feedback (if applicable).
• Personal suitability, including; competence, experience, and soft skills relevant to position requirements, team culture and diversity of thought.
  • Work unit-specific factors, such as work environment, professionalism, work location and existing team competencies.

To minimize subjectivity, each candidate should be evaluated against the same selection criteria and factors. It may be helpful to use a spreadsheet or the scoring scale found at the bottom of the interview guides.

• Avoid making quick decisions; take a day or two to consider all factors and evaluation results prior to proceeding with reference checks.
• For close matches, consider a second round of interviews and/or reference checks on top candidates.
• If none of the candidates meet the requirements, re-post the job if necessary.
  • Consider adjusting the approach by updating the posting to be more compelling or consider additional advertising options.
• The official note-taker records competition outcomes, summarizes evaluations and lists the rationale for the selection decision in the  for future reference.
  • If notes are taken on paper, please scan and upload them into the recruitment folder.

Reference checks are a tool that can substan