Standardized Hiring Scorecard
Standardized Hiring Scorecards
Research shows that despite our best intentions, implicit bias often affects the hiring process. To reduce its impact, hiring scorecards are a useful tool. They focus on the qualities and skills of the candidate that are directly related to the job, rather than relying on “gut feeling,” where bias is likely to appear. They also reduce reliance on memory and ensure uniform standards when comparing candidates.
Attachment: Sample Standardized Hiring Scorecard
Creating Your Scorecard:
1. Start by asking yourself the “why” questions about the role. At this phase, be as thorough and specific as possible, and write down everything that comes to mind.
2. Then move on to the “what” questions, spelling out what, precisely, this role will entail.
3. Drawing from the “why” and the “what”, consider the “who”? Given the tasks and milestones this role will need to complete, imagine the ideal candidate.
4. Put together the final scorecard
Last, we’ll prioritize and simplify the three categories of skills, credentials, and personality traits. Go back through your lists and create two levels: required and nice-to-have. To do this, for each item ask yourself:
If you answer “yes” to any of the three questions, it is likely a “nice to have,” rather than a required skill.
The last step is to create a scoring scale, so that candidates can be scored on each item. Keep it simple and efficient.
Too many items overall. While specificity is good, becoming overly-detailed can cause hiring paralysis. To avoid this, prune the least important items when putting together your final scorecard.
Too many “required” items. This can leave very few candidates and cause you to miss out on those who could be the best for the job, but don’t fit the exact mold defined. Instead, reduce the required items to the absolute necessities, and provide flexibility with other items.
Falling into culture fit. It is easy to fall into a pattern of favoring candidates who fit the mold of what you’ve seen before. But creating a scorecard is the perfect opportunity to reevaluate those patterns, and intentionally leave space for differences. Think in terms of “What could a candidate bring that is new and innovative? Rather than “Would they fit in perfectly here?”
Forgetting to simultaneously work on an inclusive culture. If new staff members aren’t authentically welcomed into an environment where they feel safe and included, they are unlikely to stay.
Using your scorecard
This scorecard will be used for writing the job ad, sourcing and screening candidates, writing interview questions, and more. When it comes time to compare the final candidates, it requires you to consider each candidate against the same items, which is an effective method to reduce bias. It is effective because it allows a shift from what is traditionally a qualitative and highly subjective comparison, to one that is more (but not completely) quantitative.