Improve Your Hiring Process: 3 Reasons To Use Interview Scorecards

By Natalie Pike,
October 7, 2014

Famous pairs…cookies and milk, salt and pepper, Bert and Ernie, etc.-you can’t have one without the other. The same goes for interviewing a candidate and using a scorecard. If you do one and not the other, before you know it, you’re up to your nose with resumes and applications with no clear direction on where to go next. This is where interview scorecards come to the rescue. This is an essential part of hiring the right person and keeping your process organized.

Here are 3 reasons why: 

1. They make the hiring process fair

Say you are having a bad day, and no matter what, you are just not going to like whoever walks through that door. By using a scorecard, a decision will not be affected by whichever candidate you interview on your off-day. Another positive is that your candidates will no longer blend together. Every answer is laid out in a way that will make you recall which one was the better response. Using an interview scorecard will remove all possibility of hiring based on what the person looks like. The more qualified but less put together applicant will get the job over the less-experienced but better-looking one. 

2. They help you hire for strengths, not minimal weaknesses

According to a recent article, Bertrand Russell, a brilliant philosopher and mathematician, was “so inept, physically, that he could never learn to make a pot of tea.”  He was a genius when it came to his studies, but Russell obviously had weaknesses.  Hiring managers often bring on candidates who don’t have any major faults, but who are also only decent at their job. Interview scorecards give more weight to specific, important skills for a certain job and less weight to mediocre qualities. This guarantees that if the applicant nails the important stuff, but they don’t do so hot on the unimportant stuff, they’ll still have a chance at getting hired. 

3. They eliminate your gut feeling

Managers rely on their gut feeling all the time. “For the past 30 years, intuition has been the subject of intense scientific scrutiny in departments of management. They agree on what it is-a form of thinking that is ‘non-conscious’: you know things, but you don’t know why,” says an article in Management Today.  Is this something you want to base your hiring decisions off of? Using a scorecard after conducting an interview removes this option and forces you to hire in a strictly quantitative way.

So, imagine eating a peanut butter sandwich without the jelly or watching TV without a remote-it just doesn’t work.  If your interview process doesn’t involve using a scorecard, it’s time for a facelift. You won’t regret it.

 

Got the scorecard, but unsure on how to use it? Download our free interview scorecard guide now! 

About the Author

Natalie is the Marketing Strategist, responsible for knowing the ins and outs of the SMB Industry, educating prospects on hiring best practices and positioning Hireology as a thought leader in the SMB space. She started at Hireology in 2014, writing blogs, planning events and managing the various social media platforms. Prior to working in the “real world,” she attended Purdue University (Boiler Up!) majoring in Broadcast Communications and competing on the Women’s Water Polo Team.

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