Standard Candidate Interview List Template

A standard interview candidate list template will help recruiters increase their ability to find the most suitable candidates for the business and manage resumes effectively.

After a request for additional personnel is approved and recruitment activities are launched, application resumes will be sent to the company. Managing these resumes from the application stage through the end of the second interview round plays a decisive role in whether the business can find talented individuals and affects the candidate’s perception of the company’s professionalism.

What information should an interview candidate list template include?

An interview candidate list template needs to include complete personal information and the results of the interview process through each round. The basic content of an interview candidate information form includes:

General Information:

• No.;
• Full Name;
• Date of Birth;
• Current Address;
• Education & Degrees;
• Work Experience;
• Contact Information (Email / Phone Number).

Evaluation after the 1st interview round (Conducted by the HR department):

• Interview Date;
• Current gross salary / month;
• Expected salary;
• Comments.

Evaluation after the 2nd interview round (Conducted by the Department Head):

• Interview Date
• Comments

Notifying the candidate: A professional recruiter should inform candidates of the interview results, even if they are not a suitable match.

Effective criteria for evaluating candidates post-interview

Based on the job description for each position, recruiters will have effective criteria for evaluating candidates post-interview.

The candidate list template should include a set of questions about professional expertise

A set of questions about professional expertise, such as multiple-choice quizzes or assessment tests, is essential for a company. This helps in recruiting suitable candidates. This task should be handled by department heads rather than the HR department, as the direct manager has a deep understanding of the professional requirements. Additionally, HR will be responsible for compiling the set of questions that the candidate has completed.

Evaluating candidates based on personality and attitude

Recruiters can easily assess whether a candidate fits the company culture through their interview answers, their attitude towards “tricky” questions, and their dress style (formal, elegant attire; edgy outfits; sexy…).

Besides professional expertise, this evaluation criterion is also very important, as it helps determine whether a candidate will stay long-term and grow with the company when working in a suitable environment.

Criteria for degrees and certificates 

Although the criteria for degrees and certificates are not as crucial as they used to be, it doesn’t mean that degrees are unnecessary in recruitment. Many highly specialized jobs require degrees, such as teachers, accountants, bank employees, technicians, etc.

You can download the interview candidate list template (Vietnamese and English versions) at the following LINK.

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Request form template for additional personnel in a business (free download)

Standard job offer letter template for recruiters (English version attached)