interview-scorecard-designer

# Interview Scorecard Designer

## Overview

Transform interviewing from gut-feel conversations into structured evaluation that predicts job success. This skill encodes the frameworks for competency-based questions, scoring rubrics, and interview loop design that improve hiring quality and reduce bias.

## When to Use This Skill

- **Scorecard creation** — Building evaluation criteria
- **Question development** — Creating competency-based questions
- **Interview loop design** — Structuring multi-round processes
- **Debrief facilitation** — Running hiring decisions

## Scorecard Framework

### Core Components

```
ROLE: [Title]

COMPETENCIES TO ASSESS:
1. [Competency 1] - Interview: [Stage]
2. [Competency 2] - Interview: [Stage]
3. [Competency 3] - Interview: [Stage]
4. [Competency 4] - Interview: [Stage]

SCORING SCALE:
4 - Strong Hire: Exceeds bar significantly
3 - Hire: Meets bar
2 - Lean No: Below bar but some positives
1 - No Hire: Significant concerns
```

### Competency Categories

| Category | Examples |
|----------|----------|
| **Technical** | Coding, domain expertise, tools |
| **Problem-solving** | Analysis, structured thinking |
| **Communication** | Clarity, listening, influence |
| **Collaboration** | Teamwork, conflict resolution |
| **Leadership** | Decision-making, coaching, vision |
| **Values/Culture** | Alignment with company principles |

## Question Design

### Behavioral Question Formula

**STAR Format:**
```
"Tell me about a time when [situation requiring competency]"

Follow-ups:
- "What was the situation?" (Situation)
- "What did you do?" (Task/Action)
- "What was the result?" (Result)
- "What would you do differently?" (Learning)
```

### Questions by Competency

#### Problem-Solving
- "Describe a complex problem you solved. Walk me through your approach."
- "Tell me about a time you had to make a decision with incomplete information."
- "Give an example of when you identified a problem before it became critical."

#### Leadership
- "Tell me about a time you led a team through a difficult situation."
- "Describe how you've developed someone on your team."
- "Give an example of when you had to make an unpopular decision."

#### Communication
- "Tell me about a time you had to explain something complex to a non-expert."
- "Describe a situation where you had to give difficult feedback."
- "Give an example of how you've built consensus across stakeholders."

#### Collaboration
- "Tell me about a time you worked with a difficult colleague."
- "Describe a cross-functional project you led or contributed to."
- "Give an example of when you had to compromise to move forward."

## Scoring Rubrics

### Behavioral Anchors

| Score | Anchor | Evidence |
|-------|--------|----------|
| 4 | Strong Hire | Multiple clear examples, deep insight, exceptional outcomes |
| 3 | Hire | Solid examples, good self-awareness, meets expectations |
| 2 | Lean No | Vague examples, limited depth, concerns present |
| 1 | No Hire | No examples, contradictory stories, red flags |

### Example Rubric: Problem-Solving

| Score | Description |
|-------|-------------|
| **4** | Structured approach, broke down complex problem, considered multiple solutions, achieved strong outcome, articulated learnings |
| **3** | Clear approach, reasonable solution, achieved expected outcome |
| **2** | Some structure but gaps, arrived at solution but unclear how, moderate outcome |
| **1** | No clear approach, couldn't articulate reasoning, poor outcome or no example |

## Interview Loop Design

### Standard Loop Structure

| Stage | Focus | Duration | Interviewers |
|-------|-------|----------|--------------|
| **Screen** | Baseline fit | 30 min | Recruiter |
| **Technical** | Core skills | 60 min | 1-2 experts |
| **Hiring Manager** | Role fit | 45-60 min | Hiring manager |
| **Team** | Collaboration | 45 min | 2 team members |
| **Values/Culture** | Alignment | 30-45 min | 1 cross-functional |
| **Executive** | Final bar | 30 min | Senior leader |

### Competency Coverage Matrix

| Competency | Screen | Technical | HM | Team | Values |
|------------|--------|-----------|-----|------|--------|
| Technical skill | ○ | ● | ○ | | |
| Problem-solving | | ● | ● | | |
| Communication | ○ | | ● | ● | |
| Collaboration | | | | ● | ● |
| Leadership | | | ● | | ○ |
| Values | | | | | ● |

● = Primary | ○ = Secondary

## Debrief Process

### Debrief Structure

1. **Individual scoring** (before meeting): Each interviewer completes scorecard
2. **Round robin** (15 min): Each interviewer shares assessment without others' influence
3. **Discussion** (15 min): Explore disagreements and concerns
4. **Decision** (5 min): Hiring manager makes call

### Debrief Rules

- No peeking at others' scores before the meeting
- Share assessment before hearing others
- Focus on evidence, not impressions
- Hiring manager makes final decision but must address concerns

### Red Flag Discussion

If any interviewer sees a red flag:
- Must be discussed regardless of other scores
- Flag-raiser explains specific concern
- Group assesses: Is this disqualifying?
- Document decision either way

## Bias Mitigation

### Before Interview
- Use structured questions (not free-form chat)
- Score against rubric, not against other candidates
- Review scorecard immediately after interview

### During Interview
- Ask all candidates the same questions
- Let candidate finish before probing
- Take notes on specific statements

### After Interview
- Complete scorecard before discussing with others
- Focus on evidence, not gut feel
- Identify which competency each concern relates to

## Resources

### references/
- **question-library.md** — Questions by competency and role
- **rubric-templates.md** — Scoring rubrics by competency

### assets/
- **scorecard-template.xlsx** — Interview scorecard
- **debrief-template.docx** — Debrief meeting format