Final answer:
Rating and ranking applicants involve establishing evaluation criteria based on job requirements, scoring each applicant accordingly, and recognizing that ranking can be affected by factors beyond the score. Good interview questions should target specific KSAs and responses should be evaluated on set criteria.
Step-by-step explanation:
The basic steps for rating and ranking applicants using category rating involve several key components. Firstly, a list of criteria must be developed, which aligns with the specific skills, knowledge, abilities, and other characteristics (KSAs) required for the position. After establishing the criteria, each applicant is assessed against these standards and is then assigned a numerical score on a predetermined scale, typically from 1 to 10. During the evaluation process, particular attention should be paid to each option's score; however, the hiring decision might not be solely based on these scores.
Factors such as the interviewee's similarity to the interviewer, regional accent, and even physical appearance, like body size or attractiveness, have been known to sway the interview rankings despite their non-alignment with job-related competences. Interview questions should be constructed to target specific KSAs. An example of a good interview question is, "Describe a situation where you had to solve a complex problem using data analytics skills," with criteria for rating applicant responses including clarity of explanation, relevance of the example, and demonstrated problem-solving ability.