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What is a digital scorecard?
A digital scorecard is a pre-determined set of criteria matched against the hard and soft skills required for the role. It can be used by hiring managers and recruiters during the hiring process to improve the chances of picking the best applicant.
Every member of the hiring team can fill in a scorecard for every candidate. Then individual scores are compared to determine the most suitable talent.
With Candidly, you can create digital scorecards for each round of the interview process - from applications - to interviews - to psychometric testing.
Digital scorecards are customisable for each open role. But, as a rule of thumb, they can include:
Soft and hard skills on a ranking scale (1-10)
Applicants cultural fit
Notes describing candidate’s answers to questions
Areas of concern or weakness
Suitability to the role, and a hire/not hire recommendation
Getting all this information down in one place is really important because it informs every member of the hiring team as to the key criteria before screening any applications.
And in the initial application phase, a scorecard can eliminate unsuitable candidates very quickly and reduce time-wasting.
So while it does take some time initially to compile a potential scorecard, the benefit of better hiring decisions makes the effort worthwhile and saves time and money in the long term.
With Candidly, our AI will score candidates against the competencies and skills that are specified to really matter. Then our intelligent algorithms will show the best fit for the role.
Here are our ten reasons why you should be using digital scorecards.
Digital scorecards give hiring team members time to analyse and understand the job specifications before the interviews start.
They eliminate unrealistic expectations that cause jobs to remain open for extended periods.
Digital scorecards are excellent tools for group interviews because each member’s observations can lead to a fairer assessment in final group scoring.
If candidates attend sequential interviews, a scorecard can measure the consistency of the candidate.
Team collaboration pre and post interviews mean that scorecards encourage collaborative hiring.
Scorecards eliminate unconscious bias during interviews and allow team members to identify if anyone unknowingly harbours personal prejudices.
Scorecards allow interviewers to stay focused on the job requirements only, leading to consistent interviews and ethical decision-making.
Companies with large teams and specific skill requirementscan standardise and use the same scorecard repeatedly.
If the creation of a scorecard results in consistently excellent hires, it can be used train and upskill existing staff.
Scorecards help to differentiate each applicant, eliminating the mental fatigue recruiters can become suceptible to when they see too many candidates.
Candidly allows you to select the right template for each vacancy to compile scorecards, simplifying the whole recruitment process. With all team members tracking and sharing information, misinterpretation and human error are eliminated.
Because Candidly is constantly learning what a great hire looks like - our system will also provide intelligence along the way to help you make better hiring decisions possible.
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