Agree on the outcomes before you start looking for candidates. Use the same criteria in interviews, then review what you learned after the person joins.
This playbook turns those steps into a practical hiring process.
1. Define the scorecard
Write down:
- Expected outcomes for the role.
- Impact in the first 6 to 12 months.
- Essential capabilities and skills that can be learned after joining.
Agree on these points with the hiring manager and interviewers. If requirements change, update the scorecard before assessing more candidates.
2. Look for relevant evidence
Use consistent criteria to compare candidates. Look for work examples, decisions and results that relate to the role.
Review a candidate's contribution in context. Team size, available resources and constraints help explain what the person achieved.
3. Structure the interview
Build questions around:
- Situations the person will face in the role.
- Decisions they have made in previous work.
- Trade-offs, constraints and results they can explain.
Ask follow-up questions and record evidence against the scorecard. Explain the reason for your assessment rather than relying on a general impression.
4. Review after the person joins
Ask the hiring manager and new colleague:
- Did the role match the expectations discussed?
- Which interview evidence proved useful?
- What did the process miss?
Use that feedback to improve the next scorecard and interview. Keep hiring decisions clear enough for the team to understand and learn from.
For leadership roles, use three leadership signals. If screening uses recorded video, read why an AI video interview may not show the real candidate.
