A great interview not only evaluates talent, it improves candidate experience.
Try An Interview Scorecard
Treat Your Scorecard Like a GPS, Not a Report Card A well-designed scorecard isn’t just for post-interview debriefs. Use it during the interview to guide your questions in real time.
- Pro tip: Create scorecards with 4–6 clearly defined competencies (e.g., “problem-solving in ambiguity,” not just “strategic thinking”).
- Use a 1–5 scale with examples of what each level looks like—this creates consistency across interviewers.
- During interviews, jot quick bullet-point evidence, not just numbers.
The goal? Decisions based on observable behaviors, not gut feel or “culture fit.”
Mix Behavioral and Skills-Based Questions
Relying only on “Tell me about a time…” questions leaves you with polished storytellers, not necessarily the best problem-solvers or doers.
A better balance:
- Behavioral Q: “Tell me about a time you had to win cross-functional buy-in for a tough idea.”
- Skills-based Q: “Here’s a mini case: walk me through how you’d approach launching a new campaign with a limited budget and short timeline.”
This dual approach reveals not just what they’ve done, but how they think—and whether they can apply their skills to your business today.
Add a “Follow-Up” Column to Your Scorecard
Even strong candidates may raise questions that deserve a second look. Giving interviewers a place to note potential concerns or points needing clarification can spark helpful follow-ups—either in a second-round interview or through reference checks. It’s a way to deepen the evaluation rather than make snap judgments.
Run a Pre-Mortem Before You Start Interviewing
Before you see a single resume, gather your interview panel and ask:
“If this hire doesn’t work out in 12 months, what went wrong?”
This simple prompt uncovers real success criteria and helps you design interview questions and scorecards that reflect what actually matters.