# Hiring Scorecard

Confirm the process with HR, applicable policy, labor obligations, accessibility
requirements, and employment-law guidance.

## Role

| Field | Entry |
| --- | --- |
| Role title | |
| Hiring manager | |
| Required credentials | |
| First-year outcomes | |
| Interview team | |
| Approved selection stages | |

## Outcome scorecard

| Outcome | Measure | First-year target | Evidence expected from candidate |
| --- | --- | --- | --- |
| | | | |

## Competencies and anchored scores

Use the same core criteria for every candidate.

| Competency | Weight | 1 — weak evidence | 3 — acceptable evidence | 5 — strong evidence |
| --- | ---: | --- | --- | --- |
| Professional judgment | | | | |
| Collaboration | | | | |
| Communication | | | | |
| Planning and reliability | | | | |
| Learning and reflection | | | | |

## Interview plan

| Question or work sample | Competency | Follow-up probes | Score 1–5 | Evidence notes |
| --- | --- | --- | ---: | --- |
| | | | | |

## Decision record

| Candidate code | Outcome evidence | Weighted score | Reference / credential status | Concerns requiring HR review | Decision and rationale |
| --- | --- | ---: | --- | --- | --- |
| | | | | | |

Do not record protected, irrelevant, or speculative personal information. Retain
selection records only as required and in approved systems.