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The job of a scorecard (that most people miss)

A good scorecard isn’t just for writing notes. It’s a decision-making framework.

It should:

• Make it clear what success looks like for the role
• Tell interviewers exactly what they’re assessing
• Keep evaluation consistent across candidates
• Reduce bias and help hiring managers move faster

If it’s not doing that, it’s just a template with a few boxes.

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Red flags that your scorecard isn’t working

• Everyone fills out different parts of it
• You get feedback like “not technical enough” with no detail
• Interviewers assess the same things as each other
• There’s no calibration on what a “3” vs a “5” looks like
• Hiring managers ignore the scores and “go with their gut” anyway

Sound familiar?

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How to build a scorecard that actually helps you hire better

1. Start with what success looks like

Forget buzzwords. Define outcomes.

What does this person need to achieve in 6-12 months? Build your scorecard from that.

Example:

• “Delivers production-quality code with minimal support”
• “Can lead client calls independently within 8 weeks”
• “Drives product discovery sessions with minimal guidance”

These outcomes drive the competencies you need to assess.

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2. Assign specific areas per interviewer

Don’t make every interviewer assess “culture” and “communication.”

Instead, assign distinct focus areas:

• Tech interviewer: problem-solving + technical depth
• Hiring manager: role alignment + ownership
• Peer: collaboration + communication
• Recruiter: motivation + values alignment

This avoids duplication and gives you a much clearer read.

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3. Define what good looks like

If your scorecard uses numbers (e.g. 1-5), explain what they mean.

Example:

“Ownership”

• 1 = Avoids responsibility, needs constant prompting
• 3 = Completes tasks but needs support in prioritising
• 5 = Proactively owns problems, finds solutions, drives outcomes

Now you’ve got consistent scoring across interviews – not just “I liked them.”

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4. Keep it simple enough to use

Scorecards only work if people actually fill them in.

So:

• Limit it to 3-5 core competencies
• Use free text only where needed
• Train interviewers on how to use it (yes, this matters)

And make feedback due immediately after the interview, not 3 days later when they’ve forgotten half the conversation.

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5. Use the data – don’t ignore it

Too often, scorecards get filled in and then… ignored.

Build your hiring decision around the scorecard:

• Run a debrief session with the scores visible
• Spot patterns or outliers
• Let data challenge bias (“everyone liked them, but their teamwork score was consistently low – let’s dig into that”)

And if someone doesn’t fill theirs in? Push back.

Decisions made without input aren’t decisions — they’re guesses.

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Final thought

If you’re chasing better hires, faster decisions, and fairer processes – the scorecard is one of your best friends.

But it only works if you use it properly.

It’s not just a form. It’s your filter.

And if that filter’s full of holes, no amount of great candidates will save your hiring process.

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Let’s talk about how we can reduce your time to hire and increase your offer acceptance rates – while delivering a candidate experience that sets you apart.