Interview scorecards are a great way to help your hiring team make consistent hiring decisions and through structured feedback.
You'll need full access to a job to create a scorecard for the job.
Users can attach up to 80 criterias to a specific job - each can contain high-level descriptions of core behavioral competencies that are critical for professional success.
SmartRecruiters provides a list of default criteria that is shared across all customer accounts. You can also add your own custom criteria to a scorecard on one job. Once you do, it'll be available for any job in your account.
Default scorecard criteria
All SmartRecruiters accounts have access to the following default interview scorecard criteria.
|Adaptability||Maintaining effectiveness when experiencing major changes in work tasks or the work environment; adjusting effectively to work within new work structures, processes, requirements, or cultures.|
|Hands-On Learning||Assimilating and applying new job-related information in a timely manner.|
|Teamwork / Collaboration||Developing and using collaborative relationships to facilitate the accomplishment of work goals. Actively participating as a member of a team to move the team toward the completion of goals.|
|Customer Satisfaction||Effectively meeting customer needs; building productive customer relationships; taking responsibility for customer satisfaction and loyalty.|
|Partnerships||Identifying opportunities and taking action to build strategic relationships between one’s area and other areas, teams, departments, units, or organizations to help achieve business goals.|
|Building Trust||Interacting with others in a way that gives them confidence in one’s intentions and those of the organization.|
|Coaching||Providing timely guidance and feedback to help others strengthen specific knowledge/skill areas needed to accomplish a task or solve a problem.|
|Communication Skills||Clearly conveying information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message.|
|Continuous Learning||Actively identifying new areas for learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application.|
|Customer Focus||Making customers and their needs a primary focus of one’s actions; developing and sustaining productive customer relationships.|
|Decision Making||Identifying and understanding problems and opportunities; comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action; taking action consistent with available facts, constraints, and probable consequences.|
|Delegation Skills||Allocating decision-making authority and/or task responsibility to appropriate others to maximize the organization’s and individuals’ effectiveness.|
|Energy||Consistently maintaining high levels of activity or productivity; sustaining long working hours when necessary; operating with vigor, effectiveness, and determination over extended periods of time.|
|Facilitating Change||Encouraging others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitating the implementation and acceptance of change within the workplace.|
|Follow-up||Monitoring the results of delegations, assignments, or projects, considering the skills, knowledge, and experience of the assigned individual and the characteristics of the assignment or project.|
|Presentation Skills||Presenting ideas effectively to individuals or groups when given time to prepare; delivering presentations suited to the characteristics and needs of the audience.|
|Initiative||Taking prompt action to accomplish objectives; taking action to achieve goals beyond what is required; being proactive.|
|Innovation||Generating innovative solutions in work situations; trying different and novel ways to deal with work problems and opportunities.|
|Vision||Keeping the organization’s vision and values at the forefront of decision-making and action.|
|Conflict Management||Dealing effectively with others in an antagonistic situation; using appropriate inter-personal styles and methods to reduce tension or conflict between two or more people.|
|Time Management||Effectively managing one’s time and resources to ensure that work is completed efficiently.|
|Meeting Management||Ensuring that a meeting serves its business objectives while using appropriate interpersonal styles and methods and considering the needs and potential contributions of others.|
|Negotiations||Effectively exploring alternatives and positions to reach outcomes that gain the support and acceptance of all parties.|
|Planning and Organization||Establishing courses of action for self and others to ensure that work is completed efficiently.|
|Attention to Detail||Accomplishing tasks by considering all areas involved, no matter how small; showing concern for all aspects of the job; accurately checking processes and tasks; being watchful over a period of time.|
|Risk Taking||Initiating action that tries to achieve a recognized benefit or advantage when potential negative consequences are understood.|
|Sales Ability / Persuasiveness||Using appropriate interpersonal styles and communication methods to gain acceptance of a product, service, or idea from prospects and clients.|
|Strategic Decision Making||Obtaining information and identifying key issues and relationships relevant to achieving a long-range goal or vision; committing to a course of action to accomplish a long-range goal or vision after developing alternatives based on logical assumptions, facts, available resources, constraints, and organizational values.|
|Stress Tolerance||Maintaining stable performance under pressure or opposition (such as time pressure or job ambiguity); handling stress in a manner that is acceptable to others and to the organization.|
|Technical Skills||Having achieved a satisfactory level of technical and professional skill or knowledge in position-related areas; keeping up with current developments and trends in areas of expertise.|
|Tenacity||Staying with a position or plan of action until the desired objective is obtained or is no longer reasonably attainable.|
|Valuing Diversity||Appreciating and leveraging the capabilities, insights, and ideas of all individuals; working effectively with individuals of diverse style, ability, and motivation.|
|High Work Standards||Setting high standards of performance for self and others; assuming responsibility and accountability for successfully completing assignments or tasks; self-imposing standards of excellence rather than having standards imposed.|
|Work Ethic||Emphasis on hard work and diligence; ability to inspire it in others.|
|Cultural Fit||Congruence between the norms and values of the organization and those of the person.|
|Problem Solving||Using analytical and critical thinking skills to evaluate the problem, make decisions about approaching, and drive results.|
|Integrity||Consistency of actions, values, methods, measures, principles, expectations, and morals.|
|Experience||Right amount of specific professional experience that is necessary to perform well on the job.|
|Independent / Self-Starter||Sufficiently motivated or ambitious to start a new project without the help of others.|
|Leadership||Using social influence to enlist the aid and support of others in the accomplishment of a common task.|
|Data Mining||Ability to discover patterns in large data sets involving methods at the intersection of artificial intelligence, machine learning, statistics, and database systems.|
|Statistical Analysis||Collecting and scrutinizing every single data sample in a set of items from which samples can be drawn.|
|Mobile Devices||Experience in the context of professional occupation of building and improving user experience on mobile devices.|
|UI Design||Experience designing websites, computers, appliances, machines, mobile communication devices, and software applications with the focus on the user's experience and interaction.|
|UX Design||Experience of enhancing customer satisfaction and loyalty by improving the usability, ease of use, and pleasure provided in the interaction between the customer and the product.|
|Business Development||Aiming at developing and implementing growth opportunities between multiple organizations. It is a subset of the fields of business, commerce and organizational theory.|
|Marketing Management||Practical application of marketing techniques and the management of a firm's marketing resources and activities.|
|Big Data||Analysis, capture, curation, search, sharing, storage, transfer, visualization, and other problems in the context of data sets so large and complex that it becomes difficult to process using traditional data processing applications.|
|HTML5 / CSS||Sufficient technical and hands-on knowledge of the core technology markup language used for structuring and presenting Internet content.|
|MySQL||Sufficient technical and hands-on knowledge of open-source relational database management system.|
|Python||Sufficient technical and hands-on knowledge of Python.|
|Ruby||Sufficient technical and hands-on knowledge of Ruby.|
|C / C++||Sufficient technical and hands-on knowledge of C / C++.|
|Application Security||Experience developing and implementing measures throughout the code's life-cycle to prevent gaps in the security policy of an application or the underlying system (vulnerabilities) through flaws in the design, development, deployment, upgrade, or maintenance of the application.|
|Cloud Computing||Experience in internet-based computing in which large groups of remote servers are networked to allow the centralized data storage, and online access to computer services or resources.|
|Discipline||Ability to establish a goal and willingness to achieve that goal at the expense of individual distractions.|
|Focus on Quality||Maintenance of a desired level of quality in a service or product, especially by means of attention to every stage of the process of delivery or production.|
|Java||Sufficient technical and hands-on knowledge of Java.|
|User Research||Experience designing and conducting qualitative and quantitative research studies of user needs and behavior in order to improve usability of a product or service.|
When you add criteria to the scorecard, you can also add custom questions to help interviewers rate and review the candidate against the criterion. Each criterion can have up to 10 questions.
Scorecard character limits:
- Criterion name: 250 characters
- Description: 1000 characters
- Questions: 1000 characters
When interviewers go to provide feedback on the Reviews tab of the candidate profile, they'll be able to:
- View the criterion's definition, and any questions related to it.
- Rate the candidate against each criterion.
- Provide additional comments, up to 20,000 characters!
Learn more about filling out scorecards when reviewing a candidate.
Scorecards and job templates
When you add a scorecard to a job that is saved as a template, the scorecard becomes part of the template, meaning when users creates a new job with the template, the scorecard of the template job will be copied over as well. Any changes done to the template job will only be applied to newly created jobs (and will not impact existing jobs).
Anyone with full access to a job can create a scorecard for the job.
To create a scorecard:
- Go to the Hiring Process tab on the job's profile.
- Start typing in the Add interview criteria field. SmartRecruiters will match the query against the list of default criteria.
- To choose a default criterion, just choose it from the list. The name won't be editable, but you can change the description.
- To add a custom criterion, simply enter a name without choosing a default criteria from the list. SmartRecruiters will add this criterion to the default list, and you'll be able to choose it for scorecards on other jobs.
- Click Add question to add a question to the criteria.
- Enter the question's text.
- Click Add question again to add more questions.
- When finished, click Add to save the criterion and its questions. The scorecard is immediately usable by the job's hiring team on the Review tab.
- Click Edit Description to modify the description or add/edit/remove questions.