One of the most important aspects when interviewing a potential job candidate is giving an accurate talent evaluation rating. Unfortunately, this is not always an easy task. Other factors besides performance often get in the way and influence the interviewer to rate too low or too high. Don’t make that mistake!

When it comes to evaluating talent, here are the most common errors to avoid:

1. Rater Bias
It happens way too often that an interviewer allows prejudices and stereotypes to interfere with evaluating a candidate’s performance fairly. For accurate performance ratings, you should focus primarily on the candidate’s performance! Avoid considering any non-performance related factors when making judgments.

2. Halo Effect
The Halo Effect is when ratings of performance in one competency influence the ratings for other competencies. For example, if a candidate has a high rating in oral communication, interviewers might automatically assume they also have high ratings in problem solving or creativity. This can lead to inaccurate performance ratings and possibly a bad hire!

3. Central Tendency
Let’s say you have a 5-point scale, but you’re hesitant to rate too high or too low, so you go for the middle and just check all “3s” – well that can be inaccurate! When hesitating over making a high rating, interviewers should realize such a rating does not indicate perfect performance; it means one is demonstrating more of the competency than is generally exhibited. Similarly, a low rating doesn’t mean the candidate does not possess the competency; it means he or she didn’t demonstrate much of it in the interview responses. So don’t be afraid to use the “1s” and “5s” when it’s appropriate.

4. Leniency
But beware! There is also the tendency to give high ratings to all candidates, regardless of their actual performance. Remember, performance ratings reflect performance! Always be truthful, even if candidates have weaknesses. There may be candidates who could benefit from further development in certain areas and accurate performance ratings will address that.

5. Strictness
On the other hand, there is the tendency to give low performance ratings to all candidates. That isn’t helpful at all. There may be outstanding candidates who demonstrate high-rated qualities; you don’t want to be too strict and overlook them!

6. Similar to Me
People have a natural tendency to prefer others who are similar to themselves. But interviewers shouldn’t let this natural tendency get in the way of selecting and hiring a great employee. Don’t give an employee higher ratings just because they are similar to you. It’s important to concentrate on the candidate’s responses and skills to have accurate performance ratings. And accurate performance ratings help select the right person for the right job!

So, the most important thing interviewers can do to minimize these rating errors is to fully understand the competencies of the job and truly assess the candidate’s performance. Don’t let these common errors keep you from hiring the right person.

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