How to create a hiring scorecard with AI
Interviewers need a shared way to judge the skills a job actually requires. Draft a scorecard from the role duties, then agree what good evidence looks like before meeting candidates.
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Assess candidates against the work
Define the work behaviors to assess
Define the work behaviors to assess.
Example: Choose the support role duties of explaining refunds, writing clear replies and knowing when to escalate; omit protected personal traits.
Workable
Define consistent scoring criteria
Draft a job-related interview scorecard for [role and job requirements] with the same questions for every applicant.
Workable
Create a consistent place to record evidence
Put [agreed job criteria] into a your tool scorecard with spaces for observed evidence and a rating; use the same version for each candidate.
Calibrate ratings before interviewing
Calibrate ratings before interviewing.
Example: Have two interviewers score the same sample refund answer and discuss differences before using the scorecard in interviews.
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Before you create a hiring scorecard
Can AI rank candidates for us?
Keep hiring decisions with trained people using job-related evidence and applicable employment rules.
Should we score culture fit?
Replace vague fit judgments with specific work behaviors that can be assessed consistently.
What belongs in interview notes?
Record evidence from answers and work samples, avoiding speculation about age, family, health or other protected traits.