How do you measure the quality of your interviews?

1 What is an interview scorecard?

An interview scorecard is a tool that helps you assess the skills, competencies, and fit of a candidate based on a set of predefined criteria. It typically includes a list of questions or topics, a rating scale, and a space for comments. This scorecard can help you structure your interview and focus on the most relevant aspects of the role and the company. It also allows you to compare candidates objectively and fairly based on the same standards, document your impressions and observations for future reference and discussion, and provide constructive and specific feedback to the candidates and the hiring team.

2 How to create an interview scorecard?

Creating an effective interview scorecard requires following a few steps. First, you need to define the key requirements and expectations of the role, such as the skills, knowledge, experience, and personality traits that are essential or desirable. Then, you should align the requirements with the company values, culture, and goals, and identify the indicators of fit and potential. Additionally, you should break down the requirements into measurable and observable behaviors, and design questions or scenarios that can elicit them. Furthermore, you should choose a rating scale that is clear, consistent, and easy to use, such as a numerical scale, a Likert scale, or a binary scale. Additionally, you should assign weights or priorities to the different criteria, depending on their importance and relevance. Finally, you should review and test the scorecard with other interviewers or stakeholders, and make adjustments as needed.

3 How to use an interview scorecard?

To use an interview scorecard effectively, you should prepare and review the scorecard before the interview, and become familiar with the questions and rating criteria. During the interview, ask open-ended, behavioral, and situational questions that match the scorecard. It is important to take notes and record your ratings and comments during or immediately after the interview, rather than relying on memory or intuition. After the interview, review and finalize the scorecard as soon as possible, and share it with the hiring team or the applicant tracking system. Additionally, compare and discuss the scorecards of different candidates and interviewers, and look for patterns, gaps, and discrepancies.

4 How to avoid common biases and errors?

Even with a well-designed and well-used interview scorecard, you may still encounter some biases and errors that can affect your judgment and decision. For example, the halo effect is when you form a positive or negative impression of a candidate based on one aspect or trait, and ignore or overlook other relevant factors. To avoid this, you should focus on the whole picture and evaluate each criterion separately and objectively. Confirmation bias is when you seek or interpret information that confirms your existing beliefs or expectations, and disregard or discount information that contradicts them. To avoid this, you should keep an open mind and challenge your assumptions and hypotheses. Primacy and recency effects are when you give more weight or attention to the first or last information you receive, and neglect or forget the information in between. To avoid these, you should review the entire interview and the scorecard, and balance the different sources and types of information. Lastly, the contrast effect is when you compare a candidate to another candidate or to yourself, rather than to the role requirements and the scorecard. To avoid this, you should judge each candidate individually and consistently, and use the scorecard as a reference and a benchmark.

5 How to collect and analyze feedback?

Besides using an interview scorecard, you can also collect and analyze feedback from other sources to enhance your evaluation and decision. For instance, you can ask the candidate for feedback on their experience, the hiring team for their perspectives, and the references for their insights. This can help you gauge the candidate's interest, motivation, and fit, as well as verify their claims, achievements, and reputation. Additionally, it can help you identify any issues or misunderstandings, ensure alignment and consensus, and uncover any red flags or risks.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?