We are a society that loves metrics. We gauge our social media posts on “Likes” and interactions, we turn to Yelp and Google reviews to get a take on restaurant choices and Rotten Tomatoes to assess our movie options. Sophisticated metrics run our lives and help us understand everything from traffic patterns, website performance, batting averages to our physical well-being. It makes sense to use interview metrics when selecting candidates to fill job positions. Interview metrics are scorecards used in each interview that help rate and compare potential candidates.
Some companies still see interviews as an intuitive process that requires art, magic, and improvisation to get it right. But by changing your view on interviewing and moving to a defined process with assigned roles and a standard script of questions, you can start to measure interviewer performance and make apples-to-apples comparisons. Bruce Anderson a LinkedIn Talent Solutions specialist recently shared an example. The article “How an Interviewer Scorecard Has Increased the Quality of Feedback and Reduced the Time to Hire” helps managers create a scorecard and incorporate it into the interview process.
The scorecard and the new hiring process gives the hiring team a consistent bar to measure talent, improve the candidate experience, and cut time to hire in half.
Melissa Marsh, SPHR, SHRM-SCP, is a human resources consultant and founder of HRinDemand, a human resources company in Reno, NV, offering expert guidance and easy-to-use tools to help small businesses with employment regulations, compliance, employee relations, and company growth.