<aside> 🌟 To ensure success in the talent acquisition process, you must clearly define the role, understanding the key outcomes, skills and experience needed for the prospective candidate to be successful. Documenting what you currently have in place and what is needed to effectively interview candidates and collaborate as a team

1. Job Briefing Pack is used to get a detailed understanding of the requirements of the vacancy  and dramatically increases our chances of attracting appropriate candidates. See it as double-sided: firstly to help you, your business and employees define what your hiring for (and how you will make the hire) and secondly to ensure candidates have detailed information about the role, what your mission is and how they can have success on that journey.

2. Job Scorecard is an articulation of the traits, skills and experience captured in the Briefing pack that leads to the desired results needed from the prospective candidate for Year one (this can be a duration of your choice). This informs you on how to measure during the interview process and will give us a barometer for what a good candidate should look like.

3. A Job Qualification is used to deep dive and stack rank the key skills and experience the candidate needs to be successful in the role. Think carefully about what the business needs to be solved. Work through the sheet thinking about blockers or jobs to-be-done to efficiently interview the candidates.

</aside>

Taking time to qualify a role and create a scorecard will help you hire the best people by:

• Allowing anyone that interviews a candidate to know why the role exists and what the key expectations are
• Focusing your search for the right person, resulting in higher quality candidates upfront
• When interviewing, you will be able to make clearer decisions about who to pass through the process
• When hiring you’ll be able to make your expectations clear to candidates, helping sell them with confidence in what they’ll be delivering. It is much more exciting to know that you will "increase revenue by 120%" rather than "do sales"
• Makes role expectations clear to new employee + team, improving probability of success

The Scorecard Contains Three Sections:

Scorecard seen here

• Key skills/experience needed ****- these are the SMART goals for the role, or the problem to solve;
  • e.g. Working with your team you’ll help Increase revenue from $10M to $50M over the next 2 years
• Core Competencies - the (5 at the most) key competencies this person needs; try to think: what super powers should they have and what they can achieve with these powers?
  • e.g. You are great at building a team - You’ll use your leadership experience to help hire top talent and manage them effectively
• Company Values - what values and behaviours must people demonstrate?
  • e.g. You show humility when tackling hard or mundane tasks that are needed for the business to succeed

Using the Scorecard:

• Define how you will interview to determine if someone a) can complete the results expected and b) if they have the core competencies and values needed to be successful
  • You might do phone screens, behavioural interviews, a technical exercise, a case study etc. so list the specific interviews conducted
• Once you create questions, determine what types of answers you're looking for. This will make decision making faster, and will reduce inherent bias
• Assign interviewers to 2 - 3 sections of the scorecard; this way they can go deep on those sections, giving the group of interviewers a collective deep understanding of whether or not someone will be successful in the role
• Reviewing candidates — it's called a scorecard after all! In each section you should be able to give each candidate a score, which will help you see who is the best fit for the role.
  • PS - most ATS's are set up to accommodate scorecards