Build the scorecard before opening applications
Choose four to six criteria directly connected to the work. For a customer-facing role, they might include clear communication, relevant service evidence, schedule availability and ability to use a required tool.
Do not score qualities that are vague or unrelated to performance.
Define what each score means
Use a small scale that forces reviewers to record evidence:
- 0 — no relevant evidence provided.
- 1 — some relevant evidence, but details are limited.
- 2 — clear, specific evidence connected to the role.
Write one example of a 0, 1 and 2 for each criterion before reviewing candidates. This reduces the chance that the standard changes from person to person.
Read for evidence, not polish alone
A polished CV is not the same as strong job evidence. Look at paid work, volunteering, study, caregiving, community activity and projects when they demonstrate a required skill. Record the line or example that supports each score.
Review gaps consistently
If information is missing, decide whether it is essential or can be checked later. Use the same follow-up question for every candidate with the same gap. Avoid guessing from a name, address, photo or unrelated personal detail.
Compare, then discuss
Reviewers should score independently before discussing the shortlist. In the final discussion:
- Compare evidence notes, not only totals.
- Resolve large scoring differences.
- Record the reason for advancing or declining each person.
- Use the same core interview questions for shortlisted candidates.
Keep the pipeline clear in Jobza
Jobza lets employer teams review structured applications and move them through applied, shortlisted, interview, hired or rejected stages. A scorecard can support that decision trail, but people should remain responsible for the final judgment.