Setting Up Interview Scorecards

Interview scorecards are a fantastic tool to help you unify your recruiting process - they provide your entire hiring team with a clear, objective set of criteria upon which to grade candidates for each job requisition. With Role Management and Goals, each scorecard you create is automatically populated with role-based skills and competencies and outcomes.

Follow the steps below to create an interview scorecard.

1. To create your scorecard, head to your Tools menu and select Setup.

2. Under Recruiting Setup, select Interviews.

3. Create Scales

Scorecards are created in a fashion identical to ClearCompany Performance Reviews. First, grading scales are created for use within Standard, Goal Review, and Predictive Performance sections. Then, various Scorecard Sections are created based on your interview questions. Finally, the sections are then assembled within one Scorecard, at which point it is ready for use.

You will apply scales (such as a 1-5 rating scale or a yes/no option scale) to your questions, competencies or goals. These will tell the system how you're grading your candidates.

1. Head to Scorecard Scales in Interview Setup.

2. To create your first scale, click +Add Scale.

3. Give the Scale a Name and create Scale Items by click Add Another Scale Item at the bottom.

• Keep in mind you will be applying these to role-based goals and competencies, specific questions, and more!

• Create a few different types of scale to ensure that scoring is relevant to the questions you'll be asking.

  Examples: 

  • 5 Point Potential Scale
  • Yes/No Scale

4. When you are satisfied with the scale you've created, click Save.

4. Create Sections

Now you can apply the scales you've created to questions in a section. There are five different kinds of sections: 

Custom (Manual Entry):

• Standard Section
  • Standard sections ask questions and use a scale to assign point values to each question. The scores are added up and tabulated to create an average score.
• Q&A Section
  • Q&A Sections allow for open-ended responses. These questions are designed to dig into a specific topic and fill the gap when you need qualitative feedback and a grading scale doesn't make sense.

Auto-Populating (Role and Requisition-Based):

• Goal Review Section
  • A goal review section will pull in the goals that are defined either by the role you are hiring for or defined in the requisition creation process. You can apply a grading scale (such as the 5-point potential scale shown above) to the clearly defined outcomes for success. 
• Role-Based Competency Section
  • A role-based competency section will pull in any skills, behaviors and competencies associated with the role you're hiring for and set it against a scale (like the goals section). For example, the system will know to pull in a different set of skills and competencies associated with a project manager role vs. an IT support role. 
• Company Competency Section
  • The company competency section will pull in the values (competencies) defined for your company under Roles. These are the skills, behaviors, and values expected to be upheld and consistently exhibited by every member of your organization. The system will know to pull these in automatically. You will choose a scale to set against these values.
• Predictive Performance
  • Predictive performance is designed to add an additional dimension to the feedback process by using questions and data already in use in your performance reviews.
  • This section type will analyze all the questions being used in Performance Management reviews and determine which questions correlate to high performance, then provide those as suggestions for additional Interview Feedback questions. In short, this kind of section is asking "Who are your organization's top performers for this role and what makes them so good at what they do? Does the candidate I'm interviewing also do these things well?"
    
  • This section allows you to predict the performance of candidates not yet in the role!

1. To add a section, click Add Section.

2. Give the section a name, select a section type, applied scale (if applicable).

• Add in your question(s).
• When you are done, click Save Section.

5. Create a Template

After sections have been created, you can use them to assemble a template.

1. On the Interviews Setup page, click +Add Scorecard.

2. Give your scorecard a title and add the sections you created by clicking Add Section.

3. When you have added your sections, you may need to assign each section a weight.

• What sections require a weight? Any section with an applied scale (for grading). Standard, goal review, company competency, role-based competency, and predictive performance sections.
• The weights are a percentage and must add up to 100. 
• This will allow you to decide what is most important when grading each candidate. What is most important for your hiring - the ability to exhibit competencies or achieve goals? Do they hold equal importance?
  

4. Optional: Give the scorecard a Final Score. This is typically used as an overall grade or to answer the question "Would you hire this person for this role?"

5. When you are finished, click Save.