🧭 How to Use Interview Assessment Ratings — And Why They Matter Beyond the Interview
TJ Kastning
When you complete an interview feedback form, you’ll often be asked to rate candidates across key qualification areas—like Safety, Leadership, or Risk Mitigation—using a scale like:
- ✅ Fully Qualified
- 🟡 Qualified but Requires Training
- ❌ Unqualified
- ❓ Did Not Assess
These options may seem simple, but how you apply them directly impacts hiring decisions, onboarding plans, and candidate success. Here’s how to use the scale with clarity—and why your judgment matters after the interview ends.
✅ Fully Qualified
The candidate has direct, recent, and relevant experience. You trust them to succeed independently with minimal ramp-up.
Use this when:
- The candidate clearly explained their ownership in similar situations.
- They showed fluency and decision-making appropriate to this role and scope.
- You would feel confident plugging them in with limited guidance.
Example (Leadership & Influence):
“Shared how they rebuilt morale and accountability after a team turnover—tied actions to outcomes and handled resistance directly.”
🟡 Qualified but Requires Training
The candidate has partial experience, aptitude, or transferable skills, but isn’t ready to fly solo yet.
Use this when:
- They’ve touched the work, but not at full scale or complexity.
- There’s a skill or knowledge gap, but it seems coachable.
- They’re self-aware and open to development.
Example (Hazard Identification):
“Participated in job hazard analyses but has not led one—demonstrated general awareness but would need mentoring.”
❌ Unqualified
The candidate lacks the necessary experience or insight, or gave responses that suggest significant risk in this area.
Use this when:
- They misunderstood the question or answered off-topic.
- Their examples were outdated, irrelevant, or theoretical.
- You’d be uncomfortable assigning them responsibility in this domain.
Example (Incident Investigation):
“Couldn’t describe a specific investigation—offered vague comments about reporting issues to the superintendent.”
❓ Did Not Assess
You didn’t cover this area—or didn’t get a clear enough signal to rate it.
Use this when:
- It wasn’t your focus area in the interview.
- The topic didn’t naturally surface.
- You don’t want to guess or assume.
Pro tip: A “Did Not Assess” tells your team what to follow up on—it’s more valuable than a half-informed guess.
💡 Why These Ratings Aren’t Just for Hiring Decisions
🧩 Your Ratings Inform Onboarding Strategy
When you mark a candidate as “Qualified but Requires Training,” you’re not just pointing out a weakness—you’re identifying an investment requirement. That rating should be treated like a budget signal:
If we hire this person, we need to plan X hours of coaching or training in Y area within the first 90 days.
📉 Good Hires Often Fail from Lack of Support
Many companies hire great people but fail to measure and deliver the required support. A missed ramp-up plan creates preventable failure. Your feedback is the first building block of retention.
💸 Training = Cost. Own the Tradeoff.
Stretch hires are fine—but only if hiring managers understand what success will cost. Your feedback should help the team answer:
- What does this person need to succeed?
- Do we have the time, resources, or team maturity to support them?
📈 The Goal: Potential + Plan
Don’t look for perfection. Look for sufficient signal, then name the path to productivity. Great teams can turn “almost ready” into high-performers—if they know what’s needed.
🧠 Final Tips for Interviewers
- Anchor ratings in evidence, not feelings. Use quotes or examples.
- Avoid inflation—“Qualified but Needs Training” is not a negative mark; it’s a roadmap.
- Don’t overrate “likability”—stick to role-relevant behaviors.
- If unsure, leave it as “Did Not Assess” and flag it for another round.
