SCORECARDS SHOULD BE...INFORMED DECISIONS TAKE
Thanks to everyone who participated in our survey (link in the 1st comment). We firmly believe that scorecards must be numeric. After all, you can't manage what you can't measure. Here are our reasons:
- Objective Candidate Comparison: Relying solely on verbal summaries for comparing candidates can lead to biases. This is because some interviewers might use more emphatic language or differ in their level of detail.
- Data-Driven Decisions: Often, post-interview discussions revolve around overall impressions, gut feelings, or standout moments. However, by scoring candidates on essential skills, you can aggregate and analyze these scores, leading to more informed decisions.
- Optimize Hiring Process: Without quantifiable data, it's impossible to fine-tune your hiring process. Numeric scorecards allow you to determine which skills, types of interviews, and interviewers best predict job performance, and which areas need improvement.