Build a simple hiring scorecard before reviewing candidates

Video · Employer support

Walkthrough notes for making role requirements and interview evidence easier to compare.

Begin with the work

List the tasks the person will actually perform. Translate each into a capability that can be discussed or demonstrated. Separate requirements that are essential on day one from those that can be learned with support.

Define useful evidence

For each capability, state what a candidate could show: an example, a work sample or an explanation of an approach. Avoid criteria that merely reward a familiar job title or personal similarity. Use questions tied to the responsibilities of the role.

Agree the review method

Choose a simple rating scale and describe what each level means. Have reviewers record evidence before discussing an overall impression. Consistency makes disagreements easier to examine because the discussion refers to the same criteria.

Keep the candidate informed

Explain the stages, expected preparation and how information will be used. Review whether the assessment is proportionate to the role. The scorecard supports judgement; it does not make the hiring decision by itself.

Put it into practice

• List the role’s three most important capabilities.
• Define evidence for each capability.
• Agree the same review criteria before interviews begin.

Listen to this topic

Watch the walkthrough

Transcript and accessibility

When a recording is added, replace or supplement these companion notes with an accurate transcript. Include speaker names, meaningful visual context and links mentioned in the recording.