Hiring guide
Interview scorecard templates
A scorecard is the shared vocabulary your interview panel uses. Here’s how to build a good one — and what AROS gives you out of the box.
What belongs on a scorecard
The three to five capabilities the role actually needs. A short rubric for each — three levels is usually enough (below expectations / meets / exceeds). A space for evidence. That’s it.
What doesn’t
“Culture fit.” “Attitude.” Fields that reward vagueness over evidence. Numeric scores that pretend to be objective (a “7” from one interviewer isn’t a “7” from another).
AROS scorecards
AROS drafts a role-specific scorecard when you post a job. You edit it, lock it, and the panel works from it. Notes and evidence roll into the Decision Packet automatically.
How to run the panel afterwards
Have every interviewer submit their scorecard before anyone discusses the candidate. Then discuss. This one small ritual eliminates the biggest source of hiring bias in most teams — the loudest interviewer’s opinion pulling everyone else’s.