Career Development

The Scorecard, the key tool for successful recruitment

The scorecard is a fairly recent tool and document in the world of recruitment which aims to transform the way of considering job processes and interviews, by emphasizing the framing of needs and the definition of key criteria and skills to be evaluated. to the candidates. Find in this article:

  • The definition of a scorecard with its advantages and disadvantages
  • The method for creating a scorecard with all the information that must appear there
  • An example and scorecard template

What is a recruitment scorecard?

Definition of a scorecard

The scorecard is a tool to help evaluate candidates during interviews. It allows the company and recruiters to define recruitment expectations for a given job offer, then to evaluate the candidates interviewed objectively, on all the skills measured, whether technical (hard skills) or relational (soft skills).

It is a tool which is generally presented in the form of a table and which allows the analysis of candidates during interviews and facilitates the decision-making of recruiters. It is an integral part of the toolbox for recruiters and talent acquisition managers.

What is the scorecard used for? What are the objectives of this tool?

The challenges of the scorecard are multiple. The benefits of its use relate to both the candidate experience and the company’s expectations.

The advantages of the scorecard for the company

Building a scorecard has several advantages for the company:

  • It makes it possible to better define the recruitment need, by aligning all decision-making stakeholders on objective and measurable criteria (recruiters, talent acquisition, HR, Hiring Manager, etc.)
  • It makes it easier to evaluate candidates using objective criteria, and thus to compare the different people met. It is a tool for improving decision-making
  • It statistically reduces the risks of recruitment failure
  • It helps improve the candidate experience and therefore improve the quality of the company’s employer brand.

Knowing the cost of recruitment, especially if it ultimately turns out to be a failure, this tool is an essential gain in contexts with high recruitment challenges and/or an imperative to reduce expenses linked to HR functions.

The advantages of the scorecard for candidates

For candidates, the scorecard also represents several advantages:

  • Transparency on recruitment and criteria is reinforced
  • It avoids recruitment bias (recruitment by feeling) and allows candidates to be recruited objectively.
  • It allows you to obtain concrete, precise and objective feedback

In summary, the scorecard has a real positive impact on a company’s organizations and recruitment policies.

What is the difference between an evaluation grid and a scorecard?

The evaluation grid is one of the elements that constitute the scorecard.

How to build a scorecard for recruiting a position?

The scorecard is generally presented in the form of a table which groups together:

  • A tab that lists the missions of the position in question
  • A tab with the expected key skills
  • Another tab: evaluation methods and the expected level for each of the skills on the list

Find below the steps, best practices and our advice for building an effective scorecard.

List the missions of the future candidate for the position

The first step, which is often carried out when writing the job offer (see our article: write a job offer), is that of the constitution of a list of missions which will be carried out by the candidate.

The challenge is to be exhaustive about the tasks that the candidate will have to complete. This step is essential to be able to subsequently determine all the key skills necessary to carry out the various missions.

For each mission, it is recommended to specify a quantified objective, evaluable qualitatively or quantitatively, with key performance indicators or KPIs. This makes the scorecard a tool that can be used, beyond recruitment, as part of regular employee evaluations within the company.

Define the key skills to be met by a candidate for a given position

From the list of missions, it is now possible to list all the key skills to carry them out. It may be interesting to involve different actors to define this list:

  • Recruiters / Talent Acquisition Manager
  • Hiring Managers
  • BU/Department directors
  • People in the same position, or in the same position, as the job offer concerned

The interest is also to validate all of these skills with the people who will have a role in the recruitment decision-making, and on a daily basis when the person is in the company’s workforce. The number of skills per recruitment and job offer can vary between 5 and 10 maximum.

It will then be necessary to classify these skills in order of importance, with levels.

To illustrate this step, here are some examples of skills, both on technical dimensions and on soft skills:

  • The candidate must have expertise in launching new businesses
  • The candidate must have management skills
  • The candidate must master one or more IT tools/languages, master database management, etc.
  • The candidate must have customer relations skills
  • The candidate must be results oriented
  • The candidate must speak English fluently

Define the expected level for each skill

After having listed the skills and having classified them in order of importance, the idea is to concretely define what is expected.

For example, if we say that a candidate must be proficient in English, we can potentially detail it as follows:

  • Fluent spoken English
  • Writing articles in English

For each expected, a level of expectation must be defined.

The Licorne Society approach to evaluation

The approach that we implement for the evaluation of these skills is to define, for each expectation, how the recruiter must evaluate it. This may be :

  • A list of questions to ask in an interview
  • A test or case study to be carried out during the process

It will then be necessary to specify, for each question asked or test, the expected result.

Evaluation of candidates

During the interview, you will need to note the answers given by the candidate. From these answers, it will be possible to establish a score per skill.

The individual scores, weighted by the importance scores given to each skill, will make it possible to give an average result for the candidate, and to compare it by the candidates

Scorecard examples and templates

Coming soon, you will find in this section all our models and examples of scorecards.

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