<aside> 💡 Here are some tips to guide you when crafting a scorecard for a given role. Feel free to use those or to do it your own way 🙂

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What are we doing ?

A scorecard is a list of key skillset (hard skills and soft skills) we're looking to assess during an interview process. It helps being confident that the profile matching those predetermined criteria will be successful in the role.

Why are we doing this?

A scorecard is one of the two essentials components of a structured interview approach aiming at reducing bias.

Bias in hiring are a thing.

How do we create a scorecard ?

1. Identifying skillset: insights provided in the discovery phase (what success will look like? what skills are required to be successful in this role?) might already be helpful to determine key skillset for a scorecard. In addition, the critical incident approach (details below) has been proven multiple times as the most efficient method to push things further when creating a scorecard.

2. Detailing: explain in plain english what we're looking for to make sure everyone as the same level of expectations regarding each skillset to assess. Think great signal VS good (enough) signal.

3. Guiding interviewers through example of questions to be asked. If you're wondering how to phrase interview questions the following section might help:

   What type of questions should we use?

4. Pointing at which interview stage it will be crucial to assess the said skillset.

Template

<aside> 💡 Would you start developing without specs? No. Well, same here 🙃 Let's put together a list of key criteria we're looking to assess during an interview process. Refer back to the discovery phase to help create a meaningful scorecard.

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Scorecard - Notes interview

Scorecard - Preparation