The interview scorecards are key tools for evaluating candidates in a structured manner, reducing biases and ensuring a fair process. Here’s what you need to know:

• What are they?: Templates that rate key competencies with clear criteria and scoring scales.

• Why use them?: They help select the best candidate, streamline the process, and support decisions with formal documentation.

• How to create them?: Define specific competencies for the position, use a scale (1-5, for example), and record concrete examples of the responses.

Main benefits:

• Reduction of biases: All candidates are evaluated under the same conditions.

• Efficiency: Comparing candidates is quicker and easier.

• Legal compliance: Documentation aligned with regulations.

If you want to go further, tools like Jamy.ai automate the creation of scorecards and integrate with applicant tracking systems (ATS). Additionally, they comply with data protection regulations in Spain.

Ready to improve your interviews? Keep reading to learn how to design and use scorecards step by step.

Main Components of a Scorecard

Basic Candidate Data

This section identifies the candidate and organizes the key information from the interview. It includes:

• Full name of the candidate

• Position they are applying for

• Date and time of the interview

• Name of the interviewer

• Department or area

• Required level of experience

This data allows for clear and easily consultable records during the selection process.

Competency Evaluation Criteria

At the heart of the scorecard is the evaluation of competencies. Based on the analysis of the position, it is recommended to include between 4 and 6 specific competencies for the role, plus 1 or 2 general competencies that are evaluated across the organization.

For each competency, it is important to define:

In addition to scoring competencies, it is important to note observations that support the final decision.

Notes and Recommendations

This part collects objective observations and key conclusions. Documenting during the interview helps to minimize biases and ensures a more accurate evaluation.

When writing observations, interviewers should focus on:

• Concrete facts: What the candidate said or did.

• Timeframe: When the mentioned situations occurred.

• Actions: What the candidate did or proposed to do.

• Results: What consequences these actions had.

It is crucial to avoid personal judgments or assumptions. The focus should be solely on clear evidence. Finally, the scorecard should include a clear recommendation about next steps and an overall score that reflects the candidate's evaluation comprehensively.

Advantages of Scorecards

Reduction of Biases

Scorecards help eliminate subjectivity in the selection process. With clear and standardized criteria, all candidates are evaluated under the same conditions, promoting a fairer process.

According to studies, scoring during the interview reduces various biases and improves objectivity in evaluation. This method ensures each candidate is assessed impartially, based on consistent criteria.

More Accurate Candidate Selection

The organized structure of scorecards facilitates identifying the ideal candidate. Research from McGill University supports that structured interviews improve the ability to predict future job performance.

Keys to optimizing selection with scorecards:

Streamlining the Hiring Process

Scorecards also make the selection process faster and more efficient without losing quality. Standardization offers advantages such as:

• Fast and consistent evaluations: Interviewers can maintain a uniform pace.

• Quicker decisions: Comparing candidates is easier thanks to the clear structure.

• Scalable management: The templates allow for working with multiple candidates at the same time.

Incorporating key questions from the beginning helps quickly identify the best profiles. Additionally, tools like Jamy.ai can automate the use of scorecards, further optimizing the process.

Creating Your Scorecard

Defining competencies and scoring

To design an effective scorecard, define clear and measurable criteria based on a detailed analysis of the position. According to the U.S. Office of Personnel Management, this analysis is "the basis for all evaluation and selection decisions".

Here are the key elements for structuring an accurate scoring:

Once the criteria are defined, it is essential to train interviewers to apply the scorecard fairly and consistently.

Training of interviewers

Training is key to ensuring unbiased evaluations. Some essential points include:

Objective documentation:

• Note concrete descriptions based on what the candidate says.

• Record specific moments of the mentioned situations.

• Detail the actions taken and the results achieved.

• Avoid interpretations or subjective judgments.

Creating base templates

After defining competencies and training interviewers, the next step is to standardize the process with base templates. This helps maintain consistency and facilitates future hires. Consider the following:

• Basic structure: Design a template that includes candidate information, evaluation criteria, and space for comments.

• Customizable sections: Ensure that some parts of the template can be adjusted according to the position, but keep the organizational criteria constant.

• Consolidation system: Define a clear method for aggregating and analyzing scores, setting thresholds to decide whether a candidate advances or not.

These templates should be stored and adjusted over time, allowing improvements based on accumulated experience.

🚀 MEGA WORK AND HR KIT!

Using Jamy.ai for Scorecards

Jamy.ai optimizes the scorecard creation process by automating key tasks at each stage, simplifying candidate evaluation.

AI-Generated Scorecards

This system revolutionizes the way candidates are assessed by automating the creation of scorecards. During virtual interviews, Jamy.ai automatically generates structured documentation, eliminating the need for manual note-taking.

The stages of the process include:

"Jamy.ai has been a game changer for my customer success team. It allows them to automatically send meeting reports to clients, so they receive all the context and know the next steps. Previously, we did this manually, which took a lot of time" - Chris Chaput, COO of Cadana

Moreover, this technology integrates efficiently with applicant tracking systems, as explained below.

Connection with ATS

The integration of Jamy.ai with applicant tracking systems (ATS) streamlines the hiring workflow. With over 500,000 minutes of meetings managed, it offers advantages such as:

• Automatic syncing of evaluations with the ATS.

• Real-time updating of candidate status.

• Centralized access to all relevant documentation.

• Unified and efficient management of the selection process.

This integration not only improves candidate handling but also ensures compliance with applicable regulations.

Compliance with Standards

Jamy.ai ensures that evaluation processes comply with labor regulations by:

• Standardized templates and automated documentation that support fair and objective decisions.

• Automatic detection of up to 50 languages.

"I have used different meeting assistants, but Jamy has been the one that works best for me in terms of language switching. I work with clients who speak both Spanish and English, and Jamy automatically detects the language of the call and creates the meeting report in the correct language" - A. Sánchez, Founder at Taiga Floors

This automation not only saves time but also improves accuracy and consistency in evaluations. With a satisfaction rating of 4.9 out of 5, Jamy.ai demonstrates its ability to transform hiring processes.

Requirements of the Spanish Market

The requirements described here complement the use of automated scorecards, ensuring compliance with regulations and cultural alignment with the needs of the Spanish market.

Formatting Standards in Spain

In Spain, scorecards must follow local formats and conventions to comply with regulations and ensure clarity. Here is a summary of key elements:

Additionally, it is mandatory to comply with Organic Law 3/2018 regarding the safe processing and storage of personal data. This implies:

• Documenting how personal data is managed.

• Ensuring that information is stored securely.

• Limiting access to authorized personnel only.

• Establishing retention periods that comply with current regulations.

With these formats and measures, it is crucial that the linguistic configuration is also aligned with the particularities of the Spanish market.

Linguistic Configuration

The linguistic configuration should not only adjust to the language but also to the cultural and legal standards of the Spanish market. This includes:

• Using professional terminology adapted to the Spanish context.

• Avoiding unnecessary anglicisms.

• Using inclusive and respectful language.

To ensure objective and accurate evaluations, it is essential to comply with these three pillars:

1. Standardization of criteria

Define clear evaluation guidelines in Spanish, with detailed descriptors for each scoring level.

2. Legal documentation

Maintain a formal record that includes the criteria used and justifications for the scores given.

3. Evaluator training

Provide specific training on the use of scorecards, how to take objective notes, and how to avoid biases in the process.

Complying with these requirements ensures fairer and more efficient selection processes, adapted to the needs of the Spanish market.

Summary

Interview scorecards help to improve both the quality and fairness of hiring processes. According to studies, structured interviews are more accurate at predicting job performance.

Main benefits:

These points highlight the importance of including scorecards at every stage of the selection process.

"Rating as you go neutralizes a variety of biases: We are more likely to remember answers with vivid examples, for example, and answers that are most recent. Evaluators who wait until the end of the interview to rate answers risk forgetting an early or less-vivid but high-quality answer, or favoring candidates whose speaking style favors storytelling."

Tips to optimize scorecards:

• Train evaluators to carry out objective documentation.

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• Clearly communicate the process at the beginning of each interview.

• Use standard templates to ensure consistency.

Jamy.ai simplifies this process by automating the creation and linking of scorecards with ATS systems. Additionally, it complies with formatting and data protection requirements in Spain, ensuring more consistent and efficient evaluations in each selection.

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