There is no objective way to assess a candidate on an interview just as there is no objective way to specify and measure what a good employee is.
What I try to do is I try to learn specific things about the candidate not because they can be measured easily or objectively but rather because I think they are important.
I am not "vibing" with the candidate (although this is definitely a plus!) I have a checklist of things and I try to make sure, by the end of the interview, that I can run through my checklist and have an answer for each point on it.
What I try to do is I try to learn specific things about the candidate not because they can be measured easily or objectively but rather because I think they are important.
I am not "vibing" with the candidate (although this is definitely a plus!) I have a checklist of things and I try to make sure, by the end of the interview, that I can run through my checklist and have an answer for each point on it.