How do you use your scoring system to compare and rank candidates?

1 Define your criteria and metrics

The first step is to define the criteria and metrics that you will use to score your candidates. These should be aligned with the job requirements, the competencies, and the organizational culture. You can use different types of criteria and metrics, such as skills, experience, education, personality, values, or performance. You can also use different methods to measure them, such as resumes, interviews, tests, assessments, or references. Make sure that your criteria and metrics are clear, relevant, and measurable.

2 Assign weights and scales

The next step is to assign weights and scales to your criteria and metrics. Weights reflect the importance or priority of each criterion or metric for the job. Scales reflect the range or level of performance or suitability for each criterion or metric. You can use numerical, ordinal, or descriptive scales, such as 1-5, poor-excellent, or low-high. You can also use different scales for different criteria or metrics, depending on the complexity or specificity of the job. Make sure that your weights and scales are consistent, fair, and transparent.

3 Score your candidates

The third step is to score your candidates based on your criteria and metrics. You can use different sources of information, such as resumes, interviews, tests, assessments, or references, to score your candidates. You can also use different methods to score your candidates, such as rating, ranking, or scoring rubrics. You can score your candidates individually or in groups, depending on the number and diversity of candidates. Make sure that your scoring is accurate, reliable, and valid.

4 Compare and rank your candidates

The final step is to compare and rank your candidates based on your scoring system. You can use different tools, such as spreadsheets, software, or dashboards, to compare and rank your candidates. You can also use different techniques, such as averages, totals, or percentiles, to compare and rank your candidates. You can compare and rank your candidates overall or by criteria or metrics, depending on the purpose and scope of your selection process. Make sure that your comparison and ranking is objective, comprehensive, and meaningful.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?