Interview Evaluation Scorecard The Interview Evaluation Scorecard will

Interview Evaluation Scorecard The Interview Evaluation Scorecard will be completed by every interviewer for every candidate. This comprehensive tool offers guidelines, tips, and templates to help create efficient hiring processes that produce great candidates. © 2019

Guidelines for Interview Evaluation Scoring Every scorecard will be discussed in-person with every interviewer participating after a candidate’s interviews are complete. • Evaluation Scorecards are company-confidential. Mark accordingly. • Diversity matters. • Access new markets, customers ideas. • Reduce “blind spots. ” • Diverse companies are 15% more likely to exceed peers and 35% more likely to perform than industry norm. • © 2019 Never comment on age, gender, health and physical abilities, marital and family status, nationality, native language, or religion.

Prepare with Role Descriptions, Interview Questions, and Evaluation Scorecards Tailored to Each Role Define the evaluation criteria before starting the search for candidates. © 2019 • Craft role descriptions that attract people who share the company’s purpose and values. • Identify the best candidates, including multiple diverse candidates. • Use company values, culture, and role description to develop interview questions and Evaluation Scorecard. Use these two documents with every candidate. They go hand-in-hand. • Use the following easy-to-digest tips and tools to create an efficient, repeatable internal hiring process.

Tips to Identifying, Attracting, and Hiring the Best Candidates Meeting the Challenge of Finding, Attracting, and Hiring the Best Talent Ask an Entrepreneur: What Are Your Best Tips for Successfully Hiring the Right People? 5 Missteps to Avoid When Building a Team How to Build a High-growth Sales Team Tips from a Startup Pro: Avoid Making Costly Hiring Mistakes © 2019

Tools How to Create a High-growth Hiring Plan – Part 1 How to Create a High-growth Hiring Plan – Part 2 Tool: How to Craft a Compelling Role Description Tool: 37 Sample Interview Questions to Discover Values, Skills, and Goals 5 Ways to Create an Interview Process that Leads to Terrific Talent © 2019

Every Interviewer Uses the Evaluation Scorecard to Assess Every Candidate for Every Role For each position, assess functional skills; collaborative and problem-solving abilities, and professional and personal values. Don’t expect to remember everything from the interview but do be intentional about asking for and assessing specific examples. Craft role descriptions that attract people who share your purpose and values. Complete the Evaluation Score Card immediately after the interview ends, not during the discussion with the candidate. © 2019

Functional Criteria • Can the candidate do the job? Assess the candidate’s skills and experience compared to the requirements for the role. • Seek quantitative measures of results, i. e. performance against goals or quota. © 2019

Can the Candidate Scale Up? • Ask for examples of collaboration. Teamwork is great and important, but especially in technical companies, there are many individual contributors. A collaborative soloist works. An isolated “soloist” likely won’t. • In high-growth companies, problem-solving abilities become more and more critical as employees gain greater responsibilities. Ask candidates to tell about a problem they have solved. The problem doesn’t matter—the way they tackled it does. • As the company grows, can the candidate grow in this role? Can they handle more work in day or a week? Can they problem-solve through growing pains? Can they develop the skills and business maturity to take on more responsibility and to advance to bigger roles? Assess their likelihood of retention. © 2019

Personal and Professional Values • Tell the candidate that you are asking about their values as a means to determine a culture fit. Do these values indicate a culture fit? • Notes about values and culture fit will be qualitative. Include specific examples from the interview. • Remember: Culture ≠ “acts like me. ” Shared values make a diversified culture—one where people don’t act or look the same—succeed. • In the beginning, the company may be hiring more for fit than for need. © 2019

Evaluation Scorecard Example - Quantitative Assessment Sample Position: Business Development Representative – software company Quantitative Assessment – Rank each candidate as exceeds (2), meets (1), or does not meet (0) expectations in each area. Align the areas of evaluation to major responsibilities within the role description. (This form may be completed and saved online or printed out and completed by hand. ) © 2019 Candidate Name Track Record of Success in Software Sales Strategic Relationship Building Communication Skills Prospect Research and Organization Candidate A 2 1 0 2 Candidate B 1 0 2 1 Candidate C 2 2 2 0 Candidate D 1 2 0 0

Evaluation Scorecard Example - Qualitative Assessment Sample Position: Business Development Representative Qualitative Assessment – Rank each candidate as exceeds (2), meets (1), or does not meet (0) expectations in each area. Align the areas of evaluation to your company’s values/culture statement. (This form may be completed and saved online or printed out and completed by hand. ) © 2019 Candidate Name Sense of Urgency Resilience and Persistence Persuasive Coachable and Open to Guidance Candidate A 0 1 1 2 Candidate B 1 2 0 1 Candidate C 1 0 0 2 Candidate D 1 1 0 0

Evaluation Scorecard Template - Quantitative Assessment Sample Position: Quantitative Assessment – Rank each candidate as exceeds (2), meets (1), or does not meet (0) expectations in each area. Align the areas of evaluation to major responsibilities within the role description. (This form may be completed and saved online or printed out and completed by hand. ) Candidate Name [Candidate A] [Candidate B] [Candidate C] [Candidate D] [Add specific criteria #1 for quantitative assessment] [Add specific criteria #2 for quantitative assessment] Relationship Building, Problem Solving & Collaborative Experience Communication Skills

Evaluation Scorecard Template - Qualitative Assessment Sample Position: Qualitative Assessment – Rank each candidate as exceeds (2), meets (1), or does not meet (0) expectations in each area. Align the areas of evaluation to your company’s values/culture statement. (This form may be completed and saved online or printed out and completed by hand. ) Candidate Name [Candidate A] [Candidate B] [Candidate C] [Candidate D] Sense of Urgency Resilience and Persistence Persuasive Coachable and Open to Guidance