Use Candidate Scorecards

Overview

Candidate Scorecards are interviewing tools that let you define the qualities, skills, and attributes most important for a role. Each scorecard is tied to a job posting and applied automatically to every candidate in that job. As you review candidates or conduct interviews, you can rate them against these qualities and add comments to justify your evaluations. Scorecards ensure your team evaluates candidates consistently, quantitatively, and fairly.

How to Use Candidate Scorecards:

1. Open the Scorecard Card

• Go to your job posting and click the Find and Evaluate Talent tab.

• Scroll down to the Evaluate Candidates section and click Scorecard.

2. Select or Create a Template

• Click on Change Template.

• Use an existing template saved in your account.

• Or, choose from Discovered’s generic templates (e.g., Accountant & Finance).

• You can also build a scorecard from scratch.

3. Choose Qualities to Evaluate

• Browse categories such as Abilities, Skills, Work Styles, Work Activities, Knowledge, Work Values, and Interests (all sourced from ONET).
• Add qualities from the quality bank, or create custom ones unique to your role.

4. Generate with Kingsley (AI)

• Click Generate with AI to have Kingsley analyze your job description and propose a list of relevant qualities.

• Generated qualities appear under the Abilities category by default, and can be edited before saving.

5. Save and Apply

• Once saved, the scorecard is tied to the job posting.
• It appears in each candidate’s profile under the Scorecard tab.

6. Rate Candidates During Interviews

• As you review or interview candidates, open their profile and rate them on each quality.
• Use the comment field to justify your ratings for transparency and collaboration.

Why This Matters

• Ensures structured, repeatable evaluation criteria across all interviewers.
• Creates a quantifiable way to compare candidates beyond résumés or impressions.
• Saves time by leveraging templates or AI-generated scorecards.

Use Cases

• Standardizing evaluation for high-volume hiring (e.g., customer service roles).
• Creating a specialized scorecard for technical jobs requiring custom qualities.
• Using Kingsley to quickly generate scorecards based on a job description.

Best Practices

• Align scorecard qualities with job requirements before starting interviews.
• Use AI generation as a starting point, but refine it with input from your hiring team.
• Always add comments to explain ratings—this improves collaboration and reduces bias.
• Save strong scorecards as templates for reuse across similar roles.

What Happens Next

Once your scorecard is saved:

• It appears in every candidate’s profile for that job.
• Interviewers can rate and leave notes in real time.
• Scores and comments are stored for easy side-by-side comparisons, improving decision-making across the team.