The Hiring Roadmap: Scorecards
When you are interviewing multiple qualified candidates for a role, how can you increase your chances of choosing the right one?
In my first newsletter post, The Most Important Step in Hiring, I wrote what I believe is essential when looking to add new full-time employees to their team. The aim is to reduce the risks associated with hiring and increase your chances of finding a strong, effective hire who supports your long-term business growth. While there are many facets that contribute to identifying the right hire, the first (and in my opinion, most important) step starts at the same time you create your job description, and it’s something called the Scorecard.
Whether you’re a small business thinking about growing your team or a candidate who wants to have a better idea of how employers approach the hiring process, I hope you will find the information in these weekly newsletters helpful and if so — please subscribe below!
So, what’s a Scorecard?
The Scorecard is an internal document made when you make your job description, and it is designed to align your hiring team on the priorities of the role. It ensures everyone evaluates candidates consistently, based on the specific tasks and goals you’ve identified, rather than on general impressions or personal preferences.
The idea of the Scorecard is once again pulled from the book “Who” by Geoff Smart and Randy Street (again, a must-read!!!!). It helps employers move beyond the candidates who simply interview well, and instead focus their attention on candidates who have a 90% chance of achieving specific, pre-identified outcomes. Only after you’ve taken these steps should you begin to evaluate cultural fit within your company.
The Scorecard includes:
A simplified mission statement for the role
Pre-identified outcomes within a specific timeframe
Primary qualities needed for the role
Core cultural values to determine alignment with company culture
Let’s explore the significance of each section of the scorecard and how they contribute to effective hiring, with examples provided below.
Simplified Mission Statement for the Role
The mission statement provides a concise overview of the role’s main objective. For example, if you're hiring for a Shipping & Receiving Inventory Manager, the mission might be something like:
"The mission of the Shipping & Receiving Inventory Manager is to maintain accurate inventory records and ensure efficient shipping and receiving processes. They will optimize organization, reduce damages, and facilitate communication across teams to uphold our operational standards."
This short but clear statement gives everyone (both the team and the candidate) a clear understanding of the role’s purpose. This statement will likely be used in both the internal Scorecard and in the public job description.
Pre-Identified Outcomes and Timelines
Clearly identifying outcomes and timelines for the role is crucial to finding the right fit. These outcomes will help you measure a candidate’s potential by asking how they’ve achieved similar goals in the past.
Here are some examples you might see for the Shipping & Receiving Inventory Manager role:
Master our ERP system and train the team by Q4
Achieve 99% inventory accuracy within 3 months
Reduce shipping damages by 20% within 6 months
Optimize warehouse organization to improve workflow within 2 months
With these outcomes outlined, you can focus your interviews on candidates who’ve demonstrated the ability to meet similar goals. Additionally, you have increased your chances of achieving these goals by clarifying your expectations with the new candidate from the very beginning.
Primary Qualities Needed for the Role
Assessing a candidate’s qualities is a familiar part of the interview process. By placing this section towards the bottom of your scorecard and focusing first on the role's mission, key tasks, and timeline, you shift from relying on general impressions to using more concrete and reliable data. This approach ensures that you prioritize the candidate’s ability to meet the specific needs of the role before considering their personal attributes.
Here are some examples of key qualities you might want for the Shipping & Receiving Inventory Manager role:
Organizational Planning: Can they manage a complex system effectively?
Attention to Detail: How do they maintain accuracy in inventory management?
Communication Style: Are they able to effectively collaborate with team members?
Efficiency: Do they consistently meet deadlines and improve processes?
Integrity: Are they honest and transparent in their work?
Core cultural values to determine alignment with company culture
Cultural fit is important, but it should come after evaluating a candidate’s ability to perform the role. Once you’ve identified candidates who can achieve the outcomes you need, you can assess whether they also align with your company’s values and culture long-term. For example, if your company prides themselves on being adaptable, authentic and resilient, here is how that may look in a Scorecard:
Adaptability: Can they handle change in a fast-paced environment?
Authenticity: Are they genuine in their interactions with colleagues?
Resiliency: How do they respond to setbacks or challenges?
By creating a Scorecard and aligning your team on these four key elements, you lay the groundwork for a more effective hiring process. I've experienced firsthand the challenges of strong, differing opinions in interviews, where one team member might feel strongly about one candidate while another is convinced we must proceed with a different choice. Without a solid foundation based on the role’s priorities, you risk relying on gut feelings and initial impressions, which can lead to hiring someone who excels in interviews but falls short in meeting the day-to-day demands of the position. Clarifying these areas not only enhances your chances of finding the right candidate but also ensures they are well-prepared to contribute to your business from the start.
I hope this guide streamlines your process and leads to many successful, long-term hires for your business. Happy hiring!
Devin
PS. If you are a business in need of hiring support, send me an email! I don’t take a salary percentage of the hire or have any hidden fees or contractual obligations, just a transparent hourly rate to help businesses find and retain the right new hire for their business. Hope to connect with you soon! Recruitment@devintrevino.co