Scorecards

A Willo Scorecard empowers recruiters and hiring teams to assess and compare candidates in a fair, consistent, and objective way after candidates have completed interviews. This support document provides you with an in-depth understanding of how best to utilize this dynamic new feature in Willo.

Scorecards are available on any paid plan.

Contents:

• What is a Scorecard?
• Key benefits of using Scorecards
• How Scorecards work
• Rating each criteria
• Creating, managing and assigning Scorecards
• Best practice

What is a Scorecard?

Scorecards have been designed to seamlessly convert interview feedback into unbiased metrics and valuable analyses. Using Scorecards in your candidate screening allows you to effectively evaluate candidates and make data-driven hiring decisions. The objective of a Scorecard is to provide insights into different aspects of a candidate, creating a comprehensive thesis for or against their suitability for the job. Create a scorecard now >

Key benefits of using Scorecards

Fair and Consistent Evaluation:

During candidate screening, one of the key benefits of using Scorecards is the promotion of fair and consistent evaluation. Recruiters can ensure that every member of the hiring team assesses candidates with a Scorecard. This in return will eliminate biases that may unconsciously affect decision-making. The objective scoring system inherent in Scorecards fosters an environment of impartiality, contributing to a more equitable selection process.

Customization and Flexibility:

Scorecards offer a high degree of customization and flexibility, empowering recruiters to tailor evaluation criteria to suit different job roles. This adaptability allows recruiters to create and manage multiple Scorecards, each finely tuned to match the unique requirements of specific roles. As a result, recruiters can use the best and most fair tools to assess candidates in different interview situations.

Informed Decision-Making:

Scorecards help hiring teams make better decisions together. By looking at individual and combined scores, recruiters get a detailed picture of each candidate's strengths and weaknesses. This allows for a careful evaluation of whether they're a good fit for the job. This feature gives recruiters useful insights beyond just personal opinions, leading to more precise and successful hiring choices.

Collaboration and Transparency:

Scorecards in Willo encourage teamwork and openness for hiring teams. After an interview, everyone can see the overall candidate rating through Scorecards, but individual scores from teammates are only visible after they complete their own. This transparent approach eliminates bias and promotes collaboration, making sure everyone is on the same page when evaluating a candidate. By creating an open and collaborative atmosphere, Scorecards help the team make better decisions together.

Comparative Analysis:

The ability to compare candidate scorecards easily is a standout benefit of our Scorecards feature. This functionality streamlines the decision-making process by allowing recruiters to make well-informed comparisons of each candidate's qualifications and suitability against others. By using Scorecards for this comparative analysis, recruiters can identify the most qualified individuals for the job and this, in turn, adds to the overall success of the hiring process.

How Scorecards work

Scorecards should include skills, traits, qualifications, and other attributes you want to assess in a candidate. You can then choose which Scorecard to assign to each job. Note that once a Scorecard has been used on a specific job it cannot be changed.

There is no limit to how many Scorecards you and your team create.

Rating each criteria

Each criteria will be assessed by you, and your reviewers on a 5 point scale:

• Strong Yes
• Yes
• Maybe
• No
• Strong No

The overall outcome of each Scorecard will be shown to all reviewers with a summary:

• Strong Yes — Endorse This Hire: This rating indicates a robust endorsement of the candidate. They not only fulfil ill the required qualifications but also bring additional strengths that could greatly benefit your team. This candidate is expected to excel and bring considerable value to your organization.
• Yes — Consider for Hire: The candidate meets the criteria for the position and is deemed a suitable match for the job. They have the skills and qualifications necessary to perform the job effectively and should be considered a viable hiring option.
• Maybe — Need More Information: This candidate has shown promise, but there are areas that require further investigation before making a final decision. Additional interviews, skill evaluations, or reference checks are recommended to gain a complete understanding of the candidate’s fit for the position.
• No — Should Not Consider Hiring: This outcome suggests that the candidate does not meet the essential requirements of the position or there are specific concerns that preclude them from being a good fit. It is recommended not to proceed further with this candidate’s hiring process.
• Strong No — Oppose This Hire: A strong recommendation against hiring the candidate. This assessment is based on significant gaps in the candidate’s qualifications or issues identified that strongly suggest the candidate is not suitable for the job or the organization’s culture.

Creating, managing and assigning Scorecards

Creating and Managing Scorecards

1. Log in to your Willo account.
2. Navigate to the top right corner of your screen and click on your initials.
3. Select Scorecards from the dropdown menu.
4. Click on Create.
5. Give your Scorecard a title.
6. Populate your Scorecard with the relevant criteria.
7. Save for future use.

Assigning Scorecards to your interviews

1. Select the interview for which you want to use a Scorecard.
2. Navigate through to Publish section.
3. You will find the Scorecard tab.
4. If you have multiple Scorecards, select your preferred Scorecard.
5. Click Publish.

Review and Compare Candidate Scores:

1. Access the Interviews tab.
2. Select the interview you want to review.
3. Evaluate individual scores.
4. Access aggregated scores for a comprehensive assessment.
5. Choose candidates for comparison.
6. View side-by-side comparisons of qualifications and suitability.

Best practice

• 🤝 Collaborate with your hiring team:
• To ensure a smooth evaluation process, it's important to start by working closely with your hiring team to establish a shared understanding of the criteria for evaluation. This collaboration guarantees that everyone is aligned on the skills, qualities, and qualifications desired in potential candidates.

• →To put this into action, schedule a collaborative session dedicated to discussing and clearly defining evaluation criteria for each position. Promote open communication during this session to capture a variety of perspectives, creating a comprehensive and well-rounded set of criteria. This approach ensures that the evaluation process is guided by a collective understanding, setting the stage for effective candidate assessments.

• 👩‍💻 Review and update scorecards:
• Given the dynamic nature of job requirements and industry trends, it's essential to regularly review and update your Scorecards. This ongoing process ensures that your evaluation criteria stay in sync with the evolving needs of the organization.

• → You could look at setting up a periodic review schedule, which could align with your organization's strategic planning cycles or recruitment seasons. Actively seek feedback from your hiring team during these reviews and make necessary adjustments to the Scorecards. This iterative approach guarantees that your evaluation criteria remains relevant and effective over time.

• 💻 Provide staff training:
• To get the most out of Scorecards, it's crucial to provide training to your team members. This training ensures that everyone becomes proficient in using the tool properly, promoting consistent and accurate evaluations.

• → To put this into practice, conduct training sessions or workshops specifically focused on Scorecard usage. Cover the basics during these sessions, including navigating the interface, inputting scores, and understanding the significance of different criteria.

• 🌐 Make the most of unlimited Users
• It's essential to maximize on the capability of having unlimited users in your Willo account. The use of Scorecards benefits significantly from the diverse perspectives of multiple team members. With unlimited users, you can ensure that various stakeholders participate in the evaluation process, providing a more comprehensive and well-rounded view of each candidate.

• → In practice, facilitate a collaborative environment where team members can contribute their unique perspectives and evaluations using Scorecards. This not only captures a more accurate overview of candidates but also promotes a team-based approach to decision-making, fostering a collective understanding of each candidate's strengths and weaknesses.