For founders and hiring managers
The Competency Scorecard
A bank of 101 competencies you select from, and a scorecard that turns five independent opinions into something you can compare. The working half of the Structured Interview System.
What is in it
- Competency Bank101 competencies across six groups, each with a TRUE/FALSE toggle and a running count of how many you have switched on. Pick four to six. The discipline is in what you leave out.
- Competencies + ScorecardYour selected competencies appear here automatically. Each is scored 0 to 5 by up to five interviewers, with the average, the standard deviation and a plain-English panel-agreement reading of Aligned, Some spread or Panel disagrees. Everything stays blank until scores exist. The +2 to −2 verdict block totals to a panel score and flags a hard no.
- How to useSix steps, in the file, including why to read the spread before the average.
How to use it
- Make a copy, then work through the Competency Bank and switch on four to six competencies. The counter tells you where you are, and more than six stops the loop discriminating.
- Assign each competency to a named interviewer before the loop starts, so every dimension has an owner and no candidate answers the same question five times.
- Every interviewer scores independently and before the debrief. A score entered after hearing someone else’s is not evidence.
- Read the standard deviation before the average. Wide disagreement on an essential competency is the conversation the debrief should start with.
- Keep the completed sheet. Twelve months on it tells you whether your scorecard predicted anything.
Who it is for
- Hiring managers designing an interview loop for the first time
- Teams whose debriefs are decided by whoever speaks first
- Anyone running the Structured Interview System
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