What is an Interview Scorecard?
An Interview Scorecard is an integral part of structured hiring, serving as a framework for interviewers to evaluate candidates. It outlines the competencies and attributes that are essential for success in a given role. The scorecard not only guides the interviewer but also provides a structured format for feedback, thereby reducing the risk of biased hiring decisions.
Key Components of an Interview Scorecard
Scorecards are standardised to include the following elements:
- Qualifications: The essential requirements for the role.
- Interpersonal Skills: Emotional intelligence and personality traits necessary for the role.
- Technical Skills: The specific knowledge and abilities required.
- Non-required Attributes: Additional qualities that are advantageous but not mandatory.
Effective Utilisation of Interview Scorecards
Consistency is Key
Every member of the hiring team should complete a scorecard for each candidate. This ensures a balanced view and increases the likelihood of identifying potential issues.
It's advisable for team members to fill out their scorecards immediately post-interview and refrain from discussing their evaluations until all scorecards are submitted. This minimises the risk of influencing each other's assessments.
Providing a Rubric
A scoring rubric can be beneficial for interviewers, especially those who are new to the process. It helps them understand how to evaluate different types of responses from candidates.
Designing An Interview Scorecard
When creating an interview scorecard for the first time, consider the following:
- Identify the key attributes for success in your organisation.
- Clearly define the purpose of the interview.
- Design questions that are relevant and meaningful.
- Standardise the feedback process.