02 · Practitioner
The Structured Interview Scorecard: Evidence-Led Hiring
Turn interviews from scattered impressions into role-linked questions, comparable behavioural evidence, and a decision you can explain.
Start with the work, not the candidate
Select four to six competencies that truly determine success and define each as observable behaviour. ‘Turns ambiguous requirements into priorities’ is more useful than ‘strategic’. Only then write a core question and probes that reveal context, personal ownership, action, and result.
Comparable opportunity, not a robotic script
Use the same core questions for candidates in the same role, with disciplined probes to draw out evidence. Structure does not prevent conversation; it reduces the chance that one candidate gets an opportunity to demonstrate capability and another does not.
Score before calibration
Each interviewer records a rating and evidence before hearing other opinions. Use a four-point scale: no evidence, partial evidence, specific evidence, and strong repeated evidence. Keep missing evidence separate from negative evidence, then resolve differences by returning to recorded behaviour.
Protect candidate data
Record only what the decision requires, define who can access notes, and set a retention period. Do not move incidental health, family, or belief information into the scorecard without a legitimate and approved purpose. Check local legal requirements before implementation.
General professional guidance—check local law and approved company policy before implementation.