Crafting an effective interview scorecard is essential for evaluating candidates consistently and objectively.
By following these three simple steps, you can streamline your hiring process and ensure that you’re selecting the best fit for the job.
Step 1: Determine Skill Sets Needed for Job Roles
Pick out the essential skills needed for the job. Look at the job description to figure out what qualities are most important. Focus on the skills that directly relate to the job.
If you’re hiring a developer, you don’t need to rate them on their social skills. Choose three to five key skills or characteristics, like being able to work well in a team or being motivated. Group these into categories, like emotional intelligence or motivation.
If you’re using software to manage your hiring process, make sure you can easily adjust the scorecard to fit each job’s requirements.
Step 2: Match Competencies with Interview Inquiries
Match your interview questions with the skills you’re assessing. Work with your team to ensure that your questions cover the important skills listed on your scorecard. For example, if you’re hiring for a customer service job, ask questions like, “How do you handle stressful situations?”
It’s crucial to ask the right questions. HR experts suggest focusing on quality over quantity. Ask yourself what you really need to know about the candidate at this stage of the hiring process.
Avoid repeating questions that have already been asked in previous assessments or interviews. Keep things organized by creating a simple guide for your team to follow when conducting interviews.
Step 3: Make Your Scoring System
Decide how you’ll rate the interviews. You can use a scale where each rating has a number, like 1 for low and 5 for high.
It’s crucial to have clear guidelines for what each rating means. This helps everyone understand the ratings the same way.
Also, give your team a chance to add their thoughts with written feedback. Keep things organized and clear for everyone involved.
Better Candidate Scorecards Lead to Superior Hiring
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