Write scorecard anchors from job tasks instead of personality impressions.
A scorecard is only as fair as the behaviors it names. Start with work, not traits Use the first six months of the role as the source material. What decisions will the person make? What problems will they solve repeatedly? What mistakes would be costly? This converts personality shorthand into job evidence. Anchor the scale A useful scale tells interviewers what evidence separates weak, acceptable, and strong. Anchors do not need to predict every answer. They give the panel a shared ruler, which reduces drift between interviewers and makes disagreement easier to inspect. Keep non-job proxies out School prestige, style,…
Sign up free — one personalized lesson every day, matched to your role and goals.
Already have an account? Sign in