A position scorecard is a separate document from a job description. Hiring teams use the scorecard to define and prioritize what’s most important in the role. They also use it to evaluate candidates’ potential for success and suitability for the specific position.
Scorecards typically have 7-10 key “accountabilities” that the new hire will need to meet in the near- to midterm. They may also contain questions that hiring-team members will consider while evaluating candidates.
In order to create a position scorecard:
- Model the first draft of the scorecard on someone who currently holds the position or has held it or a similar role previously. Then add any accountabilities that were lacking in the model.
- If the role and the business environment have evolved since the model’s time, reflect those changes in the scorecard draft.
Express each accountability in a specific, measureable way. For example, for the key accountability “Increase revenue,” include a percentage or dollar amount, a time frame, and expectations for how the person will achieve that growth.
- Include any personal characteristics—such as an affinity for a lively, cooperative working environment—that will enhance candidates’ ability to achieve accountabilities.
- Sequence the accountabilities on the scorecard in a way that reflects their relative importance.
- Distribute the scorecard to key stakeholders in the hiring process—such as interviewers and others involved in the search—to get their feedback.
- Carefully consider and incorporate stakeholders’ feedback. Reach agreement on the listed accountabilities.
Distribute scorecards only to internal stakeholders; don’t share them with candidates.
This is to ensure that the candidate are a match with the job position which will make sure better job satisfaction and overall performance of the candidate if the candidate get the job as well as the overall team performance.
Founder & CEO of Personalgrowth.blog and Warby.Parker.Watch.
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