create-an-interview-scorecard

# create-an-interview-scorecard Score evidence against the role, not resemblance to prior hires. Build anchors before seeing candidate performance. ## Procedure 1. Start from approved role outcomes and the hiring process's competency model. 2. Select only competencies that materially distinguish performance and can be assessed in the planned stage. 3. Define observable positive, mixed, insufficient, and concerning evidence for each criterion. 4. Write behaviorally anchored rating levels and an explicit not-observed state. 5. Map every question or work sample to named criteria and remove duplicate or irrelevant assessment. 6. Set evidence-note requirements and prohibit unsupported labels such as culture fit, executive presence, or polish. 7. Define must-have gates, compensating strengths, weighting, and decision rules before interviews. 8. Test the scorecard on representative fictional responses and compare assessor interpretations. 9. Train assessors to score independently before debrief and to record accommodation effects appropriately. ## Failure plan - Do not score accent, appearance, disability, family status, school prestige, similarity, or other irrelevant proxies. - Never convert missing opportunity to demonstrate into a negative score. - If an interview question fails to elicit the intended evidence, fix the assessment rather than guessing. - Keep candidate evidence restricted and retain it only as authorized. ## Done - Every criterion traces to a job outcome and an assessment - Rating anchors, evidence requirements, gates, and not-observed handling are tested - Assessors reach consistent interpretations on a rehearsal case