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Feature: HR-09-ENHANCEMENTS EN-1
Audience: HR Managers, Hiring Managers, Interviewers
Last Updated: 2026-03-25

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Overview

Structured Interview Scorecards standardize how interviewers evaluate candidates. They replace ad-hoc notes with competency-based rating scales, weighted scoring, and hiring recommendations — ensuring consistency, reducing bias, and supporting EEOC/Title VII compliance through blind evaluation.

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For HR Administrators

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Managing Scorecard Templates

  1. Navigate to HR → ATS → Scorecard Templates (/hr/ats/scorecard-templates).
  2. Click Create Template or select a preset from the library:
    • Counselor Interview — Clinical competencies, empathy, documentation
    • Nursing Interview — Clinical, safety, patient communication
    • Admin/Operations Interview — Organization, communication, tech literacy
    • Leadership Interview — Strategic thinking, team management, decision-making
  3. Customize:
    • Template Name — Descriptive name (e.g., “Senior Counselor – Behavioral Health”)
    • Position Type — Optional filter tag (e.g., “clinical”, “administrative”)
    • Competencies — Add name, description, weight (0–100%), and optional category
    • Rating Scale — Set min/max (default 1–5) and optional labels (e.g., “Poor” to “Excellent”)
  4. Save. Templates can be set as default for auto-assignment to new job postings.

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Assigning Templates to Job Postings

  • On a Job Posting detail page, set the Default Scorecard Template field.
  • When interviews are scheduled, scorecards are pre-populated from this template.

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Viewing Aggregate Results

  • On the Job Posting detail page, open the Scorecards tab.
  • The Comparison Grid shows all candidates with:
    • Average overall score
    • Recommendation breakdown (Strong Hire / Hire / No Hire / Strong No Hire)
    • Per-interviewer scores
  • Export comparison data as PDF using the Export PDF button.

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For Interviewers

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Completing a Scorecard

  1. Open your assigned interview from the Interviews list or notification link.
  2. Navigate to the Scorecard tab.
  3. For each competency, select a rating on the scale and optionally add notes.
  4. Provide an overall Recommendation (Strong Hire, Hire, No Hire, or Strong No Hire).
  5. Add Strengths, Concerns, and general Notes as needed.
  6. Click Submit. Once submitted, the scorecard is locked.

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Blind Evaluation

  • Before you submit, you cannot see other interviewers’ scorecards for the same candidate.
  • After submission, your scores are visible to hiring managers and other interviewers who have also submitted.
  • This prevents anchoring bias and ensures independent evaluations.

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Exporting Your Scorecard

  • On the scorecard detail view, click Export PDF to download a formatted copy.

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Permissions

Permission KeyDescription
hr.ats.scorecard_templates.viewView template library
hr.ats.scorecard_templates.createCreate new templates
hr.ats.scorecard_templates.editEdit existing templates
hr.ats.scorecard_templates.deleteDelete templates
hr.ats.scorecards.viewView submitted scorecards
hr.ats.scorecards.submitSubmit scorecards for assigned interviews
hr.ats.scorecards.exportExport scorecard PDFs
Contact your organization administrator to request access.

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FAQ

Q: Can I edit a scorecard after submission?
A: No. Submitted scorecards are locked to maintain evaluation integrity. Contact HR if a correction is needed. Q: What happens if weights don’t add up to 100%?
A: The system normalizes weights proportionally. For example, weights of 30 + 30 are treated as 50% each. Q: Can I see other interviewers’ scores before submitting mine?
A: No. Blind evaluation is enforced via RLS — you can only see others’ scores after your own submission.