Like it or not, hiring by nature is subjective. Aspects like leadership style, and cultural fit are hard to quantitatively define. Doing your best to quantify the process can help with removing the possibility of unrelated variables and biases affecting your hiring decisions. An interview scorecard with impartial metrics allows for:
Increased Objectivity in Your Hiring Process
> If you’re having an off day, your mood won’t play a part in the hiring process
> Candidates won’t all blend together. You will be able to recall and compare each candidates’ answers.
> Experience will trump physical appearance and less qualified candidates will be passed over for those with more relevant skills/experience.
Hiring will be based on strengths not absence of weaknesses
> It is common practice for hiring managers to hire applicants who have no glaring weakness or faults, but are average overall. For the most part, people tend to act out of fear of small negatives rather than focusing on big positives.
> By placing more significance on the skills necessary for a specific role, and less emphasis on nice- to-have traits, you ensure that if an applicant does well in the relevant categories, but scores poorly in the unimportant ones, they’re still considered.
