Weighted criteria scorecard for collaborative candidate decision-making
Creates an objective scoring system to compare final candidates across multiple evaluators.
Develop a structured scorecard that consolidates evaluations from all hiring participants, eliminating guesswork and enabling data-driven hiring decisions.
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Prompt objective
Develop a structured scorecard that consolidates evaluations from all hiring participants, eliminating guesswork and enabling data-driven hiring decisions.
Real use case
A multinational beverage company is in the final selection phase for a Supply Chain Coordinator position with 4 finalists. Each candidate was evaluated by 5 different people (HR, hiring manager, peers, director) and opinions diverge. The VP wants an objective recommendation based on clear criteria, not personal preferences.
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Prompt
Develop a complete candidate evaluation scorecard for the [JOB TITLE] position at [COMPANY NAME], considering [NUMBER] finalist candidates evaluated by [NUMBER] evaluators. **Evaluation criteria (define weight for each):** 1) **Technical competencies** (weight: [%]): - [TECHNICAL SKILL 1]: description of what scores 1 to 5 mean - [TECHNICAL SKILL 2]: same format - [TECHNICAL SKILL 3]: same format 2) **Behavioral competencies** (weight: [%]): - Leadership/influence - Communication - Problem-solving - Adaptability 3) **Cultural fit** (weight: [%]): - Alignment with company values - Work style vs. current team - Motivation for the position 4) **Growth potential** (weight: [%]): - Ability to take on the next level within [TIMEFRAME] - Demonstrated learning agility 5) **Practical factors** (weight: [%]): - Salary expectations vs. role band - Start date availability - Relocation needs **Structure the scorecard with:** - Consolidated table: candidate × criterion × weighted average score - Comparative radar chart (describe the axes) - Inter-rater agreement analysis (where divergence occurred) - Risk assessment per candidate (identified red flags) - Final recommendation with ranking and justification - Backup plan: if #1 declines, does #2 meet minimum requirements? **Legal compliance:** - Ensure no criterion violates employment law or anti-discrimination legislation - Documentation for potential labor audit Format: structured spreadsheet + 1-page executive brief to present to [FINAL DECIDER TITLE].
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