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A company can establish its standards for candidate assessment by instituting a system for candidate scoring. This could involve creating a points system or a satisfactory/unsatisfactory scoring system for each question based on a concrete, measurable rubric. Instead of asking interviewers to recommend hire or don't hire, they could be asked to assess whether a candidate meets the company's standards. This approach helps to eliminate disparities between different interviewers and provides a more accurate picture of each candidate.
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One great way to eliminate bias and interpretation is to institute a system for candidate scoring. Don't allow the interviewer to interpret how well a candidate answered a question differently than another interviewer. Instead, create a points system or a satisfactory/unsatisfactory scoring system for each question based on a concrete, measurable rubric. Instead of asking interviewers to recommend "hire" or "don't hire," ask them to assess whether a candidate meets the company's standards. These will help to eliminate the disparities between different interviewers and give the team a more accurate picture of each candidate.
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You’ve found a good product with strong market fit, so how do you scale from an early stage startup to list on the S&P? Elad Gil, co-founder of Color...
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