Define the criteria
Choose the capabilities that predict success in the role, such as technical knowledge, problem solving, communication, reliability, leadership, or customer judgment.
Connect questions to evidence
Ask every candidate the same core questions and define what strong, acceptable, and weak evidence looks like before interviews begin.
Collect independent feedback
Have interviewers complete scorecards before the group discussion. This prevents the first or loudest opinion from shaping every other response.
- Rate each criterion separately
- Record specific evidence
- Identify concerns that need verification
- Avoid an overall gut-feel score
Use the scorecard to decide
Compare candidates against the role, not against one another. Resolve meaningful differences, check references where appropriate, and document the reason for the decision.