Many hiring and recruitment decisions are still based on “gut reactions” about a candidate. The problem with those gut reactions is that they’re not often accurate.
Although it can be difficult to remain completely objective during the selection and interview process, leveraging an interview rubric or scorecard can make it easier.
As Ben Datner explains in his recent Harvard Business Review article:
An interview scorecard can provide a quantitative basis for comparison between interviewers, enabling you to validate your perceptions with your colleagues and learn where your ratings may be outside of the norm.
Using practices like these to temper gut reactions with quantitative data can help make your recruitment efforts more effective and more inclusive, while decreasing the number of “misses” in your hiring process.