Interview Scorecards: The 411

By Adam Robinson,
April 3, 2013

If you regularly read our blogs or follow us on Twitter, chances are you probably know how we feel about interview guides. But here’s a quick reminder: We LOVE interview guides. 

But like most things in life that are better together – peanut butter and jelly, hot dogs and baseball, etc… – interview guides are best when paired with scorecards. The purpose of the guide is to keep you on track and to encourage active note taking during the interview. When it’s over, that’s when interview scorecards come into play. Through significantly reducing interviewer bias, scorecards help determine which candidate would be the best fit by assigning values to specific questions and answers. 

Now the way interviews are scored depends on two things: The scorecard you are using and the position you’re hiring for. It’s important to select a scorecard that has a proven scoring algorithm behind it. Once you verify that, it is important to decide what you are looking for in a new hire. For example, if you’re hiring a PR person, you’ll want a candidate who considers themselves outgoing and has strong communication skills. However, if you’re hiring a Ruby developer, communication skills won’t be a top priority, but experience in development will be. This way, scoring will be unique to the position.

For more information on how to use interview scorecards to make the best hiring decisions, download our free guide below!  

About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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