When evaluating candidates at an interview, there’s a lot for hiring managers to consider—an applicant’s qualifications, their skills and how well they are suited to the role and the organization as a whole. To save time when assessing and comparing candidates, it can be tempting to go with gut feeling. But to improve the chances of finding the right candidate every time—and eliminating any potential biases—you’ll want to have a standardized evaluation process. The good news is, an interview scorecard can help.
Structured Interview Evaluation
The challenge facing recruiters is to collect all the relevant information they can about a candidate and their suitability. An applicant may shine in one area—they might have a sparkling resume or a winning personality—but career success takes a variety of different skills. Uncovering both strengths and weakness requires asking the right questions, but it also means evaluating answers in a consistent and structured way.
Structured interview evaluation isn’t just helpful to evaluate one candidate, it makes it far simpler to compare between different candidates. This is even more important when interviews are conducted by more than one person. If interviews are analyzed in a standardized way, evaluations can be understood (and compared) by anyone in an organization, rather than just one recruiter.
How Interview Scorecards Work
An interview scorecard is an easy way to add structure to interview evaluation. It’s all about dividing analysis into categories and offering a standardized scoring system—while also leaving space for more specific comments. Of course, it’s not always easy to translate aspects of a candidate’s personality into a numerical rating, but if every interviewer takes the time to do it right it’ll make your hiring process a lot more efficient and fairer in the long run.
Old school hiring managers may prefer to be guided by instinct and to judge candidates as a whole person rather than using categories. If they’re experienced, they may well make the right choice a lot of the time. But traditional approaches like this can also lead to unconscious biases entering decision making. A structured approach makes it easier to be objective, and avoid being swayed by hunches.
The Categories that Count
No candidate is perfect, but to be a success in an organization takes ticking a lot of boxes. Here are categories that typically need to evaluated using an interview scorecard—candidates can then be assigned a numerical rating for each:
- Educational Background
Some roles will require a certain level of educational achievement.
- Prior Work Experience
Has an applicant’s career up to this point prepared them for this new role?
- Technical Qualifications / Experience
Does the candidate have the specific skills needed?
- Communication Skill
All jobs require some level of communication skill—has the applicant shown enough in the interview to show they’ll be able to succeed?
Is it clear that the applicant is passionate about the opportunity? Will their attitude be well-suited to your organization?
- Teambuilding/Interpersonal Skills
Most jobs aren’t just about working—they are about working together. Does the candidate have the skills (and willingness) to be a team player?
- Cultural Fit
Company culture can be an organization’s special sauce and it’s important to find top talent who will build, sustain and thrive within a culture, and avoid those who just won’t fit.
- Overall Evaluations
Taking all these categories into account, interviewers can add any further comments and issue a recommendation of whether a candidate should be hired or not.
Get Interview Scorecard Template
To save businesses time, Paycor are offering a downloadable interview scorecard template that hiring managers can use to standardize their decision making.