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How to use a hiring scorecard template the right way

At High Flyers, only about 20% of our candidates use a hiring scorecard for their interview process when they start working with us.

 

Why? The excuses range from not having the time, to not needing one since they “just know” who they want when they see it. 🤦‍♀️

 

A hiring scorecard is one of the most useful things you can do to streamline your hiring process and it is the perfect tool to keep your interview process structured.

 

Don’t rush it! Take the time to do it well. Preparation is the key to ensure recruitment success.

 

Plus, there is no “I” in scorecard! It is a team effort. All parties involved should take active ownership.

 

We have made our scorecard template available here (based on The Who Method) so the administrative part is done for you. 

 

Hiring scorecards come in many different formats, so don’t hesitate to make it your own! It should be a working and evolving document that keeps you and your team in check. We are all human after all!

 

So how to full out a hiring scorecard for recruitment success?

 

  1. Mission statement: Create a short statement (1 to 5 sentences) that describes why the role exists and the core purpose. This should be clear and specific to the job (not the company as a whole).

  2. Outcomes: These are the goals that must be accomplished. Outcomes are often different than what you put on a job description because it focuses on what must get done, not the tasks taken to get there.

    • 3 to 8 objectives in order of importance
    • Should be clear and quantifiable: ex. Grow team from 30 to 60 by Q1 2019
    • Outcomes should be high enough to scare off b/c players. We only want A’s!
    • There should be at least one on cultural fit
  3. Competencies: how you expect a new hire to operate in the fulfillment of the job and the achievement of the outcomes. This is great to use as a checklist in the interview process. The competencies should be aligned with an associated outcome (otherwise they may not be 100% necessary to your search or you are missing outcomes!)

    • Two types-
      1. Skills/behaviors for a specific job
      2. Cultural fit important for every job

 

So now you know how to use a scorecard, but seriously…

 

Why should you care? Or more importantly, what to say when someone is complaining about filling one out! 😅

  • The Scorecard is based on strategy, it links the business plan to actual jobs
  • Aligns the recruiter/team/candidate on expectations/KPI’s from day one preventing poor hiring choices or cultural mismatch
  • Makes it easier to say no and pinpoint why a candidate doesn’t work so you can give constructive feedback without damaging the candidate experience
  • Helps detect cognitive bias or other factors when a candidate a more out of the box fit
  • Creates a habit of making written objectives for everything in business
  • Allows comparison of candidates to the hiring scorecard and not to each other, thus preventing distinction bias.

 

We hope you found this helpful!

 

And if you are ready to be one of the 20% of our angel clients that use a hiring scorecard tell us more about your needs here.

 

Here is the link to the document in google drive

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