Recruiting scorecard template

The fourth category is a numerical rating, typically on a scale of or , depending on how many candidates you have and how granular you want to make the rating process. A scorecard for a middle manager in your finances department will look dramatically different than one for an IT worker or a C-level.

As we just mentioned, the different categories you include in your scorecard will vary based on the position. However, some broad categories are the same across different scorecards. Someone who has held the same job title in the past will get a higher score than someone with a merely related job title, or a job title a tier lower than this one.

Deliverables: This category includes the main tasks a person in your open role will be asked to complete and deliver on time. Long-term Goals: This category talks about what the person in your role will be asked to do long-term, not as short-term deliverables.

Tools, Techniques, Programs: This category is focused on the tools and techniques the candidate will be asked to use in their role.

Things like proprietary software, industry software, or specific tools should go here. Experience: This is a more free-form category where you work with your team to come up with signs of past experience that would be beneficial.

Marketers might be asked about their profits and growth over a year. Benchmarks go here. When hiring for a creative role, the best candidates have relevant portfolios to show off.

Less ideal candidates may have portfolios that show off relevant technical skills but not the specific kind of project, while poor candidates have no portfolio to show off at all. Character Traits: This category focuses on interviewer impressions of the candidate.

You will want to confer with your hiring team to develop a list of traits that you find desirable in your candidates.

It might include things like creativity, adherence to guidelines, problem-solving ability, self-motivation, time management skills, and so on. Work with your hiring team to develop questions to ask that will showcase these skills, and note down your impressions of what the candidate has or lacks. Work Style: This is another subjective category. You should use this category to judge how the candidate typically works.

Are they a lone wolf and work best on their own? Are they a team participant, working best as part of a greater machine? Are they a rockstar, able to produce stellar results but with their quirks that make their actions difficult to follow?

If not, try to rethink what kind of questions or testing you can incorporate into your interview process to better test the skills and traits that you are looking for.

So you need to know which are the skills that you your team care the most. It is also useful when you revisit the scorecard a few months after you have made a successful hire to judge if your interview process is really effective in testing the different qualities of the candidate to help improve your recruitment flow. Looking for a tool to store and collaborate on your Interview Scorecard? Try out Kipwise! After creating your team on Kipwise, create a new Page and select create a new Page from your templates.

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