Question 1

What is a candidate evaluation scorecard?

Accepted Answer

A candidate evaluation scorecard is a structured tool that rates each candidate against the same predefined criteria — skills, competencies, experience, and values — using a consistent scoring system. It replaces subjective gut-feel hiring with evidence-based decision making.

Question 2

Why should every company use a candidate scorecard?

Accepted Answer

Scorecards reduce unconscious bias, improve consistency across interviewers, create an auditable hiring record, and have been shown to improve quality-of-hire by up to 40% compared to unstructured interviews. They are especially valuable when multiple interviewers are involved.

Question 3

Who should complete the scorecard?

Accepted Answer

Every interviewer should complete their own scorecard independently within 30 minutes of their interview, before discussing with other panellists. Independent scoring prevents groupthink and anchoring bias that occurs when panellists discuss before rating.

Question 4

What competencies should be on an evaluation scorecard?

Accepted Answer

Include 5–8 competencies that are directly relevant to the role: typically a mix of technical skills, core competencies (communication, problem-solving), cultural values, and role-specific capabilities. Avoid including more criteria than you can meaningfully assess in an interview.

Question 5

How do you score candidates consistently?

Accepted Answer

Define behavioural anchors for each score point (1–5 scale). For example, a "4" in Communication means "communicates clearly and concisely with appropriate examples." Anchors remove ambiguity and enable meaningful comparison across candidates.

Question 6

Can scorecards be used for internal promotions?

Accepted Answer

Absolutely. Using a consistent scorecard for both external hires and internal promotions demonstrates fairness, reduces perception of favouritism, and creates a developmental framework for internal candidates who are not yet ready.

Question 7

How long should you retain completed scorecards?

Accepted Answer

Retain all hiring documentation for at least 1 year after the hiring decision (or longer if required by local law). In the event of a discrimination claim, scorecards serve as evidence of a fair, structured process.

Question 8

What should you do if interviewers disagree significantly on scores?

Accepted Answer

Large scoring gaps (2+ points on a 5-point scale) should be discussed in the debrief. Ask each interviewer to share the specific evidence behind their score. Disagreement often reveals different interpretations of the criteria — this is healthy and improves scorecard quality over time.

Score	Rating	Description
5	Outstanding	Exceptional match, exceeds all requirements
4	Strong	Above average, meets requirements very well
3	Satisfactory	Meets basic requirements adequately
2	Needs Development	Below expectations, significant gaps exist
1	Unsatisfactory	Does not meet requirements

Criteria	1	2	3	4	5	Score
Technical knowledge relevant to role
Proficiency with required tools/technologies
Problem-solving approach
Technical communication clarity
Adaptability to new technologies
Section Average:

Candidate Evaluation Scorecard

Why Use a Standardized Evaluation Scorecard?

Objective Comparison

Reduce Bias

Consistent Process

Data-Driven Decisions

Scorecard Template Preview

Candidate Information

Rating Scale

Technical Skills Evaluation

Best Practices for Candidate Evaluation

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