The #paid Hiring Scorecard
A framework for evaluating candidates
“Hiring is tricky.”
Recently, I came across a post from Chris Long, one of my peers in the tech community. Chris shared an insightful post which spurred some good dialog around hiring. He expressed a formula for measuring the impact of a potential hire:
skill x how/where they apply it = impact
Chris did a particularly good job illustrating how the ability to apply a skill is just as important as the skill itself. I found this very insightful, and a great way to measure impact.
Comments on Chris’ post suggested culture and potential, along with impact, are important things to consider when hiring.
I immediately thought of the #paid Hiring Scorecard—a framework for evaluating hires. We implemented a hiring process that facilitates conversations around impact, experience, potential, culture, growth, and more. I believe the following encompasses what Chris mentions, as well as some of the early comments, into a neat little scorecard out of 10:
The #paid Hiring Scorecard
Part A:
Experience (2 points)
Alignment between their experience and the Job Description (Job Descriptions are a requirement for every role).
Potential (2 points)
Trajectory and Velocity—where could they go? Do they have a growth mindset? Are they capable of applying themselves?
Core Values/Culture Alignment (2 points)
This is #paid’s secret sauce right here, but it’s important that there is alignment between the candidate and your company’s values. Coming up with your own values and culture is a blog post of its own!
Growth (2 points)
Is the role a good fit for the candidate’s career? Are they going to learn and grow from this role? It’s important to make sure they have a clear path to excel and develop at your company.
Part B:
References (1 points)
How did you hear about them? What do your cold references say?
Timeliness & Professionalism (0.5)
Are they timely and professional representatives of your company? Professional written communication is more important for some roles than others.
Energy (0.5)
Overall ~vibes~ (hard to articulate, but not everything is measurable!)
At least two people from #paid interviews each candidate. Together, they combine for an overall score. This hiring team then has a reference point for future candidates.
Hiring is not a science, but this scorecard gives us a scalable framework that facilitates healthy hiring discussions. The scorecard is not going to make the hiring decisions for you, even if you’re evaluating candidates with two different scores. Rather, the scorecard is a tool for encouraging meaningful conversations, and is helpful at identifying points of discussion.
If you hire someone without a perfect score, it’s helpful to communicate to their manager where points were missed and identify them as key opportunities for the individual’s development and growth.
Any feedback? Would love to hear it! feedback@hashtagpaid.com
We’re hiring! Visit paid.workable.com
www.hashtagpaid.com
