Scorecards and interview kits

Structured interviews make hiring fairer. Every candidate for a job gets the same questions, and every interviewer rates the same things, so you compare people on what the job needs rather than on who interviewed them.

Plan the interviews for a job

Open a job and choose the Interviews tab, then Add an interview. Each interview kit holds:

• Name and Minutes, such as Phone screen, 30 minutes, or Trial day on the ridge, 240 minutes.
• Stage: the pipeline stage where it happens, such as Screening or Interview, or Any stage.
• What this interview is for: one or two sentences for the interviewer.
• Questions to ask, each with What good looks like, so every interviewer listens for the same things.
• Attributes to rate, such as Safety judgement or Working with others.

New to this? Start with two examples adds a phone screen and an interview you can change. Use the arrows to put interviews in the order they happen. A job can have up to 12.

Kits are copied when you duplicate a job or start one from a template, so plan them once on a template and every new job has them. Changing or removing a kit never changes scorecards already filled in.

Anyone who can change the job can change its interviews.

Fill in a scorecard

On the candidate's profile, Scorecards lists the job's interviews, with the one for the candidate's current stage first. Choose Fill in, then:

1. Note what the candidate said under each question.
2. Rate each attribute: Weak, Mixed, Good or Strong. Leave one unrated if you didn't cover it.
3. Choose your overall recommendation: Strong no, No, Yes or Strong yes. You need a recommendation and at least one rating to submit.
4. Add notes on why, and anything to follow up.

Save draft keeps it for later. Submit shares it with the hiring team. You can still change a submitted scorecard; the change is kept with the date.

Hiring managers fill in scorecards for the jobs they own or are on the team for, and so do admins and recruiters. Viewers read them but can't fill them in.

Assessment and video interview results for the application show at the top of the scorecard, for context. Judge what you saw yourself; see Assessments.

Why you can't see the others first

If you are asked for a scorecard, or you interview the candidate, you see your colleagues' scorecards only after you submit your own. Until then, the profile says how many are in. This keeps the first impressions of others from swaying yours. People who aren't interviewing see the scorecards as they come in.

The summary

Once you can see them, the profile shows how many recommended each of Strong no, No, Yes and Strong yes, and the average for each attribute. Choose a colleague's scorecard to read it in full.

Careers Orbit never adds scorecards up into a decision or a ranking. They help the hiring team talk about a candidate; people decide.

Asking for scorecards

Ask for feedback on the profile can ask for a scorecard for a particular interview. The people you ask get a notification, the request shows under Needs your attention on their overview, and they get one reminder if it isn't in by the date. Submitting the scorecard completes the request.

When an interview booked through Careers Orbit is over, the interviewers are asked for its kit's scorecard automatically, due by the end of the next working day. See Interview scheduling.