A scorecard your panel wrote together beats a scorecard someone downloaded. A practical way to build one.
When a panel disagrees about a candidate, the disagreement is rarely about the candidate. It is about what the role actually requires — a conversation that should have happened before anyone was interviewed.
Write the scorecard together, once
Bring the panel into one 45-minute session and agree on four to six criteria that genuinely decide the hire. Anything that everyone shortlisted already has is not a criterion; it is a filter.
Score before you discuss
Ask every interviewer to submit their scores and evidence before the debrief. It costs two minutes and removes the anchoring effect of whoever speaks first — usually the most senior person in the room.
Debrief on evidence, not impressions
A debrief should sound like ‘here is what they said when I asked about X’, not ‘I liked them’. Where scores diverge sharply, that is the interesting conversation — and often where the best hiring decisions are made.
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