What is a recruitment scorecard?
A recruitment scorecard (or evaluation grid) is a structured tool that allows you to evaluate each candidate against predefined and weighted criteria. Each recruiter and interviewer rates the candidate on the same criteria, enabling objective comparison and informed collective decision-making.
Without a scorecard, each recruiter evaluates according to their own implicit — often unconscious — criteria. Result: debriefings that degenerate into subjective debates ("I really liked their personality", "I found them hesitant"), decisions based on likability rather than competence, and failed hires because criteria were never aligned from the start.
Our generator creates a personalised scorecard from your job description, with criteria weighted according to your priorities.
Les compétences de la scorecard seront adaptées automatiquement au type de poste
How to create a scorecard in 5 steps
- 1
Define evaluation criteria
List 6 to 10 essential criteria drawn from the job description. Mix technical, behavioural competencies and culture fit. Avoid vague criteria like "good communicator".
- –Maximum 10 criteria to maintain focus
- –Each criterion must be observable and evaluable
- –Include at least 2-3 technical and 3-4 behavioural criteria
- –Add a culture fit or values criterion
- 2
Weight the criteria
Assign a weight (%) to each criterion based on its importance for success in the role. Essential criteria should carry more weight.
- –Total weighting = 100%
- –Mandatory criteria can weigh 30-40%
- –Avoid criteria below 5% (unnecessary)
- –Validate weighting with the manager
- 3
Define the rating scale
Choose a scale of 1 to 4 or 1 to 5, and precisely define what each rating means to avoid different interpretations.
- –1 = Does not meet minimum requirements
- –2 = Partially below expectations
- –3 = Meets role expectations
- –4 = Exceeds expectations / exceptional profile
- 4
Train interviewers
Brief all interviewers on the criteria and scale before interviews. Each interviewer evaluates the same criteria but in different interviews.
- –Calibration meeting 15 min before interviews
- –Assignment of criteria by interviewer according to expertise
- –Prohibition of sharing scores before debrief
- –Individual completion immediately after interview
- 5
Debrief and decision
Bring all interviewers together to share scores, discuss discrepancies and make a collective decision based on data.
- –Each interviewer presents their score with justification
- –Calculate final weighted score
- –Analyse major discrepancies between evaluators
- –Decision: Yes / No / Review according to threshold set
Example scorecard: commercial manager role
Example scorecard — B2B Sales Manager
| Criterion | Weight | Notes (1-4) | Associated questions |
|---|---|---|---|
| B2B sales experience > 5 years | 25% | ☐1 ☐2 ☐3 ☐4 | Tell me about your most complex deal. |
| CRM mastery (Salesforce/HubSpot) | 15% | ☐1 ☐2 ☐3 ☐4 | How do you organise your pipeline? |
| Results orientation and KPIs | 20% | ☐1 ☐2 ☐3 ☐4 | What were your targets and achievement rate? |
| Leadership and team management | 20% | ☐1 ☐2 ☐3 ☐4 | How did you develop your team? |
| Communication and presentation | 10% | ☐1 ☐2 ☐3 ☐4 | Pitch our product to me as you would a client. |
| Culture and values alignment | 10% | ☐1 ☐2 ☐3 ☐4 | Why us over a competitor? |
Common scorecard implementation mistakes
7 pitfalls to avoid with your scorecard
FAQ recruitment scorecard
How many criteria should a scorecard include?
Should all interviewers use the same scorecard?
How to manage a candidate exceptional in some criteria but weak in others?
Can a scorecard compare candidates with very different profiles?
Create your personalised recruitment scorecard
Define your criteria, weightings and rating scale in 5 minutes. Shareable format for all your interviewers.