Job Interview Scoring Rubric Secrets


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By: Jimmy Sweeney

Author of the brand new "Job Interview Secret"





Job Interview Scoring Rubric Secrets

A job interview scoring rubric is a graph that interviewers use to score a candidate's performance in specific areas of the interview. Typically, rubric will contain categories which the interviewer has been chosen to focus on in the interview. In this category there may be subcategories as well. During the interview, the interviewer will make notes regarding the candidate's performance on the category and subcategory. After the candidate leaves, the interviewer will consider the response the interviewer gave, compare it to the standard that has been set for how these responses are to be judged, and assign a score to the interview candidate in that category. It's possible that the interviewer will then total all the scores, and perhaps even combine that score with the scores that the candidate received on other rubrics that were created in other interviews.

If you are interviewing at a large corporation, chances are you will be graded by a job interview scoring rubric. Large companies have adopted the use of a standardized rubric for several reasons. For one thing, they want to insure a uniformity of experience among all candidates who interview with the company, independent of where and when the candidate interviewed. They also want to create a standardized, uniform method of evaluating candidates. This insures that they can meet their own hiring guidelines and also provides a method of legal protection in case a candidate believes himself or herself to be the victim of some sort of discrimination.

Beating the Job Interview Scoring Rubric

The way to score well on a job interview scoring rubric is simple. Determine what the job interview question is really supposed to be about, for instance, is the question about leadership, team skills, problem solving skills or something else. Once you know what the question is looking for, make sure that you answer it as completely, positively and convincingly as possible. Completely, means that you directly address that question and give your answer. Positively means that you answer it in the way that the job interviewer is looking for in a candidate. Convincingly means that you don't simply give a yes or no answer, or convey dry information. In addition to addressing the question, provide a dramatization of your answer as well.

For instance if the interviewer using the job interview scoring rubric asked you if you a question probing leadership skills, a positive answer would say "yes," instead of "I think that I have" or "I have tried." A complete answer would say that you have always looked for ways to develop and show leadership skills since you began your career. A convincing answer would give a dramatic, vivid example of a time when you displayed your leadership skills and obtained the kind of results that the company desires from its employees in the target company. What's more, this example would provide the situation of the time, the actions you took and the results in a way that corresponds closely with the reality of the target job. With an answer like that, the interviewer would have no choice but to assign the highest score possible in the scoring rubric.

Keyword: job interview scoring rubric




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