Creating Interview Scorecards

Objective

After completing this lesson, you will be able to set up interview scorecards by creating criteria and assigning them to jobs and hiring steps.

Interview Scorecards and Criteria

Interview scorecards provide a structured approach to evaluating candidates, ensuring consistency and focus during interviews. They guide interviewers with specific criteria and questions to assess candidates effectively.

The Scorecard Criteria Library allows administrators to manage scoring criteria for job evaluations, including adding, editing, and deleting criteria without impacting existing jobs.

Administrators can search, filter, and sort criteria, with features to define details such as descriptions, interview questions, and organizational field filters. Customizable scorecard descriptions can include formatting options and hyperlinks, enhancing clarity and usability for hiring teams.

Within the Scorecard Criteria Library, administrators can perform the following functions:

  • Add new criteria
  • See the list of all criteria that have been defined
  • Search through the criteria based on Name and Description
  • Filter the list of criteria based on the org fields that have been set up
  • Sort the list of criteria based on Name (alphabetically), Created Date, Last Update Date

High Level Steps for Using Interview Scorecards in Jobs

  1. Use a configured criterion from the Scorecard Criteria Library.
  2. Add a custom criterion to a job directly.
  3. Add a scorecard to a job that is saved as a template.

Hint

Best Practice - Using scorecard criteria can help interviewers consistently assess skills and experience relevant to the job. This can contribute to an equitable, consistent hiring process and decision-making.

Scorecard Library Attributes

Each scorecard criteria can be modified to support the assessment of candidates during the interview process.

The following criteria attributes can be configured:

Criteria Name: Typing in the criteria name will allow you to search through the existing default criteria library (refer to the default scorecard criteria page for the full list) and existing custom criteria. This will ensure that administrators will not create duplicate criteria by accident. To copy from an existing criterion, they will only need to select the desired criteria in the dropdown, and the relevant information will automatically populate for them to make the necessary edits.

Scorecard Descriptions: You can also format scorecard descriptions to support the level of detail you want to include for the scorecards, as well as leverage hyperlinking to reference the right content on the scorecards.

The Scorecard Interview Criteria editor for “Communication Verbal” is displayed with rich-text description and Add questions section.​
  • You can build detailed descriptions for scorecards.
  • You can format your descriptions by bolding, italicizing, underlining, aligning your content as well as changing font color and size.
  • You can add hyperlinks to web pages or content directly into the scorecard descriptions. All hyperlinks open content in a new browser tab/page.

The formatting is retained when the scorecards are displayed on the jobs on the Hiring Process tab as well when you see the scorecards for evaluating candidates on the Reviews tab.

Org field filters: These will determine which jobs will automatically apply the scorecard criteria at the point of job creation. For example, if the scorecard criteria Programming Skills has Department = Engineering selected, then all jobs created where Department = Engineering will have Programming Skills added to their scorecard when such jobs are created. This will also apply to jobs that are created through the public API.

Assignment to Hiring Process/Hiring Steps: These will determine which specific hiring process and hiring steps this scorecard criteria will be assigned to. Therefore, only jobs meeting the org field filters criteria AND assigned hiring process criteria will see the scorecard show under Reviews, depending on which step of the process the scorecard was assigned to.

  • This can be especially useful if the first round of the interview assesses one set of skills and the second round of the interview assesses a different set of skills.

Editable at job level: This toggle will control whether Hiring Teams can edit the scorecard criteria in the job, regardless of their scorecard permissions in Settings→Hiring Team Roles. If this toggle is set to on, Hiring Teams with edit scorecard permissions will be able to edit and/or delete the criteria after it has been added to the job. If this toggle is set to off, then the criteria cannot be edited or deleted from the job.

Any changes made to the criteria at the job level will not feed back to the library and will also not be visible in other jobs.

  • This can be extremely useful to allow recruiters a degree of customization while still guiding the team towards a consistent approach.

Send changes to active jobs: This toggle, if selected, will apply the changes made to the criteria to all active jobs only. This will be helpful if there are minor edits such as spelling mistakes, clarifying information etc., to criteria. By default, this toggle will always be set as off each time you edit a criterion (meaning changes will only apply to newly created jobs). This is to avoid inconsistencies in the criteria used to review candidates for the same job.

Note

This option is exclusively for updating the criteria that are already assigned to jobs. This option will not add criteria to a job if it already exists. Sending changes to active jobs will not apply the criteria to a job that has not already been added to.

The Scorecard Interview Criteria form is displayed for Presentations, with description, prompt, filters, settings, hiring assignment, save options.

Scorecard criterion field character limits:

  • Criterion name: max 200 characters
  • Description: max 2000 characters
  • Questions: max 200 characters

Create a New Scorecard Criteria

Steps

  1. Navigate to Settings.

  2. Select Scorecard Criteria Library within the Configuration section.

  3. Select Add New.

  4. Define the following criteria details:

    • Criteria Name
    • Description
    • Interview questions (optional)
    • Org field filters
    • Hiring Process and Hiring Step Assignment
    • Editable at job level (or not)

    Once criteria are created and configured, they can be applied to specific jobs. When creating a job, you can select the relevant criteria to be included in the interview scorecard. You can also reorder the criteria to prioritize specific areas of focus during the interview process.

Edit Existing Scorecard Criteria

Steps

  1. Select the criteria you want to modify.

  2. Change the name, description, and questions.

  3. Determine whether the criteria should apply to all jobs, specific org fields, or none.

  4. Choose the hiring processes and steps to which the criteria should be assigned.

  5. Decide if recruiters can edit the criteria at the job level.

  6. Choose whether changes should apply to active jobs already using the criteria.

  7. Save your changes.

    Note

    All edits and deletions will not affect existing jobs and reviews. Changes will only be applied on an going-forward basis (for example, new jobs that are created after changes are made).

Create an Interview Scorecard

Steps

  1. Go to Settings/Admin.

  2. Under Configuration, select Scorecard Criteria Library.

  3. Here, you’ll see a list of existing scorecard criteria.

    • You can add questions to each criterion to guide the interviewer.
    • Criteria can be general topics or specific questions.

  4. Filter criteria based on job fields to ensure relevance:

    • All: The criteria will apply to all jobs.
    • Only Some: The criteria will be applied to jobs based on specific org fields (such as department, country).
    • None: The criteria will be available in the library but not automatically assigned to any job.

  5. Assign criteria to specific steps within a hiring process, allowing for granular control over when and where the criteria are used.

Scorecard Assignment to Hiring Process(es) and Hiring Step(s) from the Library

As an admin, you can set up the system to automatically assign scorecards to specific steps within hiring processes, so that only the associated scorecards will display under the Reviews for candidate evaluation tab when a candidate is on a given step in the hiring process. For admins, this will reduce their dependence on hiring managers or recruiters to set up scorecards for each individual job as well as reduce the amount of time it takes to do the assignment.

By default, scorecards will be set to All for the hiring process, meaning they will be assigned to all hiring processes and all steps under those hiring processes. You can see this under the Hiring Process section when adding or editing a scorecard in the library.

To customize the step assignment configuration, admins can select the Only Some option under the Hiring Process section and choose the specific hiring processes to associate with the scorecard.

The Select hiring process dialog box is displayed with modal listing Default, Engineering, Germany options with Cancel and Confirm buttons.​

For each selected hiring process, admins can select the specific steps to associate with the scorecard. By default, when a hiring process is assigned to a scorecard, all steps under the hiring process are assigned to that scorecard (unless the admin changes the configuration).

The 'Assign to step' modal listing workflow displaying Recruiter, Interview, On-site selected; Cancel, Confirm stages.​

If a job matches the org field criteria as well as the associated hiring process, the scorecard will be added to the appropriate matching jobs based on the org field association and hiring process/step assignment that is configured. If a scorecard is assigned to hiring processes and steps but not tied to any org fields, it will not show up on any jobs. To honor the assignment and carry the scorecard into the jobs, the scorecard must satisfy both the org field configuration and the hiring step assignment configuration.

The Candidate review screen with rating stars, presentation skills feedback, interview stage, Move Forward and Reject buttons is displayed.

Assignment can be further modified for any job at the job level. Updating assignment of a scorecard does not disconnect the scorecard from the library.

If you choose to add a scorecard criterion to a job at the job level, then the assignment of it must also be configured at the job level; it will not carry over from the library based on the admin’s configuration. However, if the user does not specifically assign any steps when adding a scorecard to a job, the scorecard is assigned to all steps in the hiring process by default.

Note

Configurations apply only to new jobs created after the configuration was applied. It will not modify how the scorecards affect any existing jobs.

The video below provides more details about configuring interview scorecard criteria.

This video is for demonstration purposes. Any references made in this video to previous or later videos in this course (including titles, numbers, links, or sequence) may differ from the current course structure. Additionally, some functionalities shown may have evolved over time due to ongoing enhancements or business decisions.

Summary

  • Interview scorecards provide a structured approach to candidate evaluation, ensuring consistency and focus during interviews.
  • The Scorecard Criteria Library allows administrators to manage scoring criteria, including adding, editing, and deleting criteria without impacting existing jobs.
  • Scorecard criteria can be configured with names, descriptions, interview questions, and organizational field filters.
  • Criteria can be assigned to specific hiring processes and steps, allowing for granular control over when and where the criteria are used.

  • Changes to scorecard criteria only apply to new jobs created after the changes are made, not to existing jobs.

Learning

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