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.\\\\\\\\n\\\\\\\\n**Evaluation criteria (define weight for each):**\\\\\\\\n\\\\\\\\n1) **Technical competencies** (weight: [%]):\\\\\\\\n- [TECHNICAL SKILL 1]: description of what scores 1 to 5 mean\\\\\\\\n- [TECHNICAL SKILL 2]: same format\\\\\\\\n- [TECHNICAL SKILL 3]: same format\\\\\\\\n\\\\\\\\n2) **Behavioral competencies** (weight: [%]):\\\\\\\\n- Leadership/influence\\\\\\\\n- Communication\\\\\\\\n- Problem-solving\\\\\\\\n- Adaptability\\\\\\\\n\\\\\\\\n3) **Cultural fit** (weight: [%]):\\\\\\\\n- Alignment with company values\\\\\\\\n- Work style vs. current team\\\\\\\\n- Motivation for the position\\\\\\\\n\\\\\\\\n4) **Growth potential** (weight: [%]):\\\\\\\\n- Ability to take on the next level within [TIMEFRAME]\\\\\\\\n- Demonstrated learning agility\\\\\\\\n\\\\\\\\n5) **Practical factors** (weight: [%]):\\\\\\\\n- Salary expectations vs. role band\\\\\\\\n- Start date availability\\\\\\\\n- Relocation needs\\\\\\\\n\\\\\\\\n**Structure the scorecard with:**\\\\\\\\n\\\\\\\\n- Consolidated table: candidate × criterion × weighted average score\\\\\\\\n- Comparative radar chart (describe the axes)\\\\\\\\n- Inter-rater agreement analysis (where divergence occurred)\\\\\\\\n- Risk assessment per candidate (identified red flags)\\\\\\\\n- Final recommendation with ranking and justification\\\\\\\\n- Backup plan: if #1 declines, does #2 meet minimum requirements?\\\\\\\\n\\\\\\\\n**Legal compliance:**\\\\\\\\n- Ensure no criterion violates employment law or anti-discrimination legislation\\\\\\\\n- Documentation for potential labor audit\\\\\\\\n\\\\\\\\nFormat: structured spreadsheet + 1-page executive brief to present to [FINAL DECIDER TITLE].
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