Goal
Create a structured interview scorecard that helps interviewers evaluate the same job-related evidence consistently.
Success Criteria
- Criteria derive from the role’s actual outcomes and responsibilities.
- Each criterion has observable positive and negative evidence.
- Questions are consistent, lawful, and relevant to the work.
- Ratings require written evidence rather than intuition.
Inputs
- Approved job description and role outcomes
- Essential competencies and technical requirements
- Interview stages, interviewers, and available time
- Work samples or exercises
- Hiring policy and prohibited topics
- Rating scale and decision process
Constraints
- Do not score protected traits, personal circumstances, similarity, charisma, or “culture fit.”
- Keep criteria independent enough to avoid scoring the same trait repeatedly.
- Use the same core questions and rating anchors for candidates in the same process.
- Treat employment-law and accommodation questions as HR-owned.
Instructions
- Translate role outcomes into four to seven evaluation criteria.
- Define what strong, acceptable, and weak evidence looks like for each criterion.
- Write behavioral, situational, or work-sample questions tied to each criterion.
- Add neutral follow-up prompts that seek evidence without leading.
- Assign criteria to interview stages and remove duplication.
- Define independent scoring, evidence notes, and the final debrief process.
Output
- Criteria and weights, if weights are approved
- Anchored rating scale
- Question bank with follow-up prompts
- Interview-stage ownership
- Evidence note template
- Debrief and decision checklist
Quality Check
Confirm every question maps to a criterion, every criterion maps to job performance, and two interviewers could apply the rating anchors in the same way.
Stop Rules
Escalate questionable criteria or prohibited topics to HR. Do not rank candidates, make the hiring decision, or infer traits beyond the recorded evidence.