Making a good hiring decision requires a perfect balance between objectivity and sound opinion-based judgment. You know your company better than anyone else, and it’s your judgment that can help identify a great culture-fit versus a candidate who may not succeed in your company’s environment.
However, it’s your judgment that can also lead to a risky hiring decision. Luckily, there’s a way tosignificantally reduce this risk.
Interview scorecards help to remove underlying biases from impacting your hiring decisions. Imagine for a moment that you have a candidate who was very involved in his fraternity during college. As an entry-level candidate, many of his interview answer examples related to his experiences with the fraternity. Although you don’t have anything “against” fraternity members, the “frat guy” stereotype may play an underlying role in your view of their ability to succeed with your company. Without a scorecard, your hiring decision could potentially be swayed either in favor or against the candidate. But with a scorecard, their answers are scored not for the examples themself, but for, amongst other things, how the example helped the candidate to solve a problem. In other words, their examples are scored based upon the approach and outcome, not basis of the example.
It’s important that you do your research before implementing an interview scorecard. Some, like Hireology’s, are data-driven. However, there’s also scorecards out there that are not based on research. While they may be advertised as free, trusting just any old scorecard could lead you to make a bad hiring decision, and in turn, having to face the huge costs of turnover. Check reviews, reach out to companies who are already using the scorecard, and just take your time. The better the scorecard, the more likely you are to make a more qualified hiring decision.