Interviewing and assessing
Interview Scorecard
A weighted scorecard for rating a candidate on sixteen hard, soft and fit indicators across two interviews, with importance values, a worked example and a score key to read the result.
Interview Scorecard
A weighted scorecard for rating a candidate on sixteen hard, soft and fit indicators across two interviews, with importance values, a worked example and a score key to read the result.
Score a candidate against the hard, soft and fit indicators that matter for the role. You set an importance value for each criterion, rate the candidate after each of two interviews, and the weighted total tells you where they landed.
How the scorecard works
- Importance Value (column B)
- A number you assign to measure the importance of that desired characteristic.
- Total Weighted Score (column F)
- Adjusts the score of the candidate to put more importance on higher value (see column B) areas and also more value on the 2nd meeting.
Each criterion is recorded across these columns.
- Criteria
- Importance Value (1-10)
- Description
- Candidate Score Intrv. #1 (1-10)
- Candidate Score Intrv. #2 (1-10)
- Total Weighted Score
- Max Available Score
Hard indicators
What evidence is there that this person...
- Performance Pattern (importance 10)
- Has consistently performed at/above expectations, in whatever role/situation they’ve been in? Max available score 100.
- Relevant Experience (importance 5)
- Has experience working in a similar environment, with similar customers, doing similar functions, or with similar products? Max available score 50.
- Affordability (importance 8)
- Would consider this role to be attractive financially? Max available score 80.
- Location (importance 6)
- Is HQ’d in a location that maximizes impact for company goals? Max available score 60.
- Technical Savviness (importance 4)
- Possesses the technical skills to perform well in this role? Max available score 40.
Soft indicators
What evidence is there that this person...
- Ownership (importance 10)
- Is accountable for all aspects of their work, plus initiates for projects/tasks when direction or responsibility is unclear. Max available score 100.
- Tenacity/Resolve (importance 8)
- Assertive, sees things through, even under difficult/unclear circumstances. Max available score 80.
- Magnetic/Affable (Polish) (importance 5)
- Is a good listener and presenter, clear communicator both orally and written, displays authentic empathy & understanding. This behavior should be displayed with everyone, no matter if they're a customer, co-worker or custodian. Max available score 50.
- Collaborative (importance 7)
- Works well with groups, displays high EQ, is self-aware, and brings positivity to his/her team. Max available score 70.
- Potential for Impact (importance 8)
- Thinks about the larger corporate goals, not just their own; and initiates to build up the success of their team(s) not just their own. Max available score 80.
- Coachable (importance 4)
- Receives instruction/feedback in a positive way AND seeks out input and coaching from management. Max available score 40.
Fit indicators
What evidence is there that this person...
- Motive/“fit” to do this job (importance 3)
- Is intrinsically motivated to do this specific job because it fulfills non monetary goals (job stretch/job satisfaction/“purpose”/quality of life, etc). Max available score 30.
- Fits well with Manager (importance 6)
- Has chemistry with the hiring manager. Max available score 60.
- Fits well with Corporate Culture (importance 7)
- Has already displayed the core values and behaviors of the corporation. Max available score 70.
- Fits well with Customer Composition (importance 10)
- Can communicate and relate effectively with customer makeup. Max available score 100.
- Fits well with end users/others involved (importance 10)
- Can communicate and relate well with others. Max available score 100.
Score key
- 91-100
- Exceptional
- 85-90
- Very good
- 80-84
- Average
- 70-79
- Mediocre
- >69
- Disappointing
A completed scorecard
The filled-in example from the original sheet, showing each criterion’s score at the first and second interview and the weighted result.
Hard indicators
- Performance Pattern
- Interview #1: 8. Interview #2: 10. Total weighted score 91.5 of 100.
- Relevant Experience
- Interview #1: 7. Interview #2: 8. Total weighted score 37.875 of 50.
- Affordability
- Interview #1: 7. Interview #2: 7. Total weighted score 56 of 80.
- Location
- Interview #1: 6. Interview #2: 6. Total weighted score 36 of 60.
- Technical Savviness
- Interview #1: 9. Interview #2: 7. Total weighted score 31.4 of 40.
Soft indicators
- Ownership
- Interview #1: 7. Interview #2: 9. Total weighted score 81.5 of 100.
- Tenacity/Resolve
- Interview #1: 4. Interview #2: 6. Total weighted score 41.2 of 80.
- Magnetic/Affable (Polish)
- Interview #1: 5. Interview #2: 5. Total weighted score 25 of 50.
- Collaborative
- Interview #1: 6. Interview #2: 8. Total weighted score 53.2 of 70.
- Potential for Impact
- Interview #1: 8. Interview #2: 8. Total weighted score 68.8 of 80.
- Coachable
- Interview #1: 9. Interview #2: 6. Total weighted score 31.8 of 40.
Fit indicators
- Motive/“fit” to do this job
- Interview #1: 7. Interview #2: 8. Total weighted score 24.3 of 30.
- Fits well with Manager
- Interview #1: 8. Interview #2: 8. Total weighted score 51.6 of 60.
- Fits well with Corporate Culture
- Interview #1: 8. Interview #2: 6. Total weighted score 52.15 of 70.
- Fits well with Customer Composition
- Interview #1: 7. Interview #2: 7. Total weighted score 75.25 of 100.
- Fits well with end users/others involved
- Interview #1: 8. Interview #2: 8. Total weighted score 86 of 100.
Keep going.
Candidate Submission Checklist
Fifteen things to ask your recruiter to send with every resume, from travel and non-compete status to their own opinion of the candidate, so each submission arrives complete.
Interview Question Guide
Interview questions for individual contributors and for sales leaders, each with the reason to ask it and what to listen for in the answer, grouped by hard, soft and fit indicators.
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