interview-scorecard
Installation
SKILL.md
Overview
Based on Who: The A Method for Hiring by Geoff Smart and Randy Street, and Work Rules! by Laszlo Bock. Unstructured interviews are nearly random at predicting performance. Structured scorecards work because every interviewer evaluates the same competencies using the same questions and the same rubric, making calibration possible and reducing bias.
Workflow
Step 1: Define Role Outcomes (from the JD or intake meeting)
A scorecard starts with outcomes, not skills. List 3-5 things the person must accomplish to be considered a success. These come from the job description or intake meeting with [hiring manager].
Format:
Role Outcomes:
1. [Specific outcome in first 90 days]
2. [Outcome at 6 months]
3. [Strategic outcome at 12 months]