In the hiring kickoff meeting as described in the how to get your team involved article, one of the main areas you'll to focus on is:

Finally, you’ll want to agree on a method for evaluating interviews on Spark Hire.

Whether you’re using Spark Hire’s evaluation system or your own scorecard, it’s important to create clear definitions on what you’re looking for in a particular response from a candidate.

For instance, let’s say you’re rating interview responses on a 5 star scale, you can use the following criteria to determine the rating and leave a comment to add more details about your rating. Please note that you’d still need to identify what you’re looking for in a response.

Then, let’s say you’ve rated all interviews that were completed for a particular job, below is an example of criteria for when to mark that a candidate passed or failed the interview.

Mark the appropriate interview result in Spark Hire. From there, you can use the job and interview result filters to see everyone who should advance to the next round and everyone who should be rejected.

This is a simplification of the process, but our intention is to guide you in the right direction to come up with your own set of standards.