How To Drive Interview Scorecard Adoption

If there was a tool that could immediately streamline the hiring process, more accurately select the best candidate for the role, combat bias, make you data-driven and increase alignment between stakeholders, most talent teams would probably be interested. Especially if that tool is completely free.

The majority of talent teams are interested in scorecards. Most have adopted them in some form or another and understand the value they can bring.

However, a talent team creating great interview scorecards isn’t quite enough. If adoption from interviewers / hiring teams across the business isn’t consistent, then their benefits are diminished.

Sophie Easter Talent Director at Zappi, highlighted three of the most common objections and how internal recruiters can handle them to drive adoption.

Objection 1: Scorecards Are Too Rigid

What a hiring manager might say: “This doesn’t allow for any flexibility or subjective evaluations”

Evidence you could present to handle this:

1. Subjective evaluations can allow more bias into the process

2. Comparing candidates and aligning between interviewers is harder (and less accurate) without a numerical weighting

3. Asking the same core questions in the same order creates a fairer process, but specific follow-up questions / discussions are still encouraged

Objection 2: Interview Scorecards Take Up More Time

What a hiring manager might say: “I am busy and can’t invest more time at the start of the process”

Evidence you could present to handle this:

1. The up-front investment will increase the chance the hiring manager gets the best possible candidate in their team

2. It can save time later in the process when selecting the best candidate (ease of comparison & alignment between interviewers)

Objection 3: Lack of Awareness

What a hiring manager might say: ”I don’t see the value-add”

Evidence you could present to handle this:

1. The DEI goals of the wider business

2. That scorecards contribute to the wider goal

3. Any success stories from other hiring teams

These are some specific scenarios, as Sophie also highlighted, general education, training and support on the benefits of scorecards and how to use them will be key to enablement and long-term adoption

If you found this helpful and would like a step-by-step guide on how you can create & improve your scorecards become a Purpl user today