Build the Scorecard Before You Meet Anyone
Create a job-related scorecard before conducting a hiring interview.
A scorecard is a bias brake: it forces the panel to define success before meeting the person. Define the job signal Start with the work. What must the person repeatedly do in the first six months? Convert adjectives into observable behaviors. Strategic might mean frames tradeoffs with data, identifies second-order risks, and names what not to do. Collaborative might mean surfaces disagreement early and closes loops with stakeholders. Write anchored evidence For each competency, write what weak, acceptable, and strong evidence sounds like. Anchors should mention behavior and outcome, not personality. Strong evidence for prioritization is not confident; it is…
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