4 Ways To Use Willo Scorecards To Improving Hiring Confidence

Written by
Euan Cameron
Last updated:
December 1, 2023

4 Ways To Use Willo Scorecards To Improving Hiring Confidence

Whether you have a small handful or hundreds of candidates applying to your open roles, you want to be confident in whatever decisions you make. 

Willo’s candidate screening platform already enables Recruiters and hiring decision makers to learn more about a candidate in less time; candidates also love the flexibility. 

Now, you can turn that qualitative data into a powerful quantitative ranking using Willo Scorecards. 

In this guide, we’re explaining a bit more about the science-backed methodology behind Scorecards and the key use cases where you can instantly add more quantitative measurement to your hiring process.

What are Willo Scorecards?

Willo Scorecards is a customizable digital rubric that enables every stakeholder in the recruiting process to rank candidates based on pre-defined criteria. 

Here are a few key things to know about Scorecards:

  • You can customize Scorecards, defining each criteria and adding a description using your organization’s language. 
  • You can create multiple Scorecards in your Willo dashboard. Then, assign a Scorecard to a given job opening or interview process to ensure you’re assessing candidates on appropriate criteria. 
  • You can review candidate rankings as a group or compare one-on-one in the Scorecards Dashboard. 

How is the Willo Scorecard Methdology different from other rubrics?

A lot of other platforms that have rubrics or scorecard features use what’s called a Likert scale—a general ranking of 1-5 or 1-10. 

In our conversations with Recruiters, we found that this model leaves a lot of room for bias and misunderstanding. For instance, a ranking of “5 out of 5” might be defined as a “very strong candidate.” However, every stakeholder might have a slightly different personal or cultural understanding of the word “strong,” resulting in inconsistent rankings across stakeholders. Further, Likert scales are less effective with small sample sizes; if you only have 2-5 people reviewing each candidate, the scores could wildly vary.

The Willo Scorecard Methodology is based on Recruiter needs and human psychology research. Instead of a 1-5 or 1-10 ranking, you’ll see the following: 

  • Strong Yes — Endorse this hire
  • Yes — Consider for hire
  • Maybe — Need more information
  • No — Should not consider hiring
  • Strong No — Oppose this hire

Each outcome is tangible and related to the final outcome: a confident hiring decision. And we ensured that a “Maybe” left no room for fence-sitting; we’re all human and it’s fair to meet a candidate, like them, but realize you need to know more about them. This ranking allows for that reality and prompts the conversation of what information you need to make a decision. 

You’ll also notice different colors on an easy to recognize scale, making rankings even more consistent. 

The top four use cases for Willo Scorecards

Here are a few ways that Scorecards can help you make more confident and data-driven hiring decisions. 

1. Holistic candidate screening

Your hiring process likely has more in-depth interviews to assess role fit, team fit, culture fit, and skills fit. However, you can use your screening step to test the very basics of every piece. 

How to make this work:

  • Ask candidates to share examples or previous experiences
  • Watch or read their responses. 
  • On your Scorecard, make sure there is a ranking criteria for each category as well.
  • Let stakeholders rank candidates based on if they provided enough information to justify further interviewing. 

2. Key skills assessment

If your role has multiple foundational skills that a candidate cannot do the job without, build a Scorecard calling out each need. 

How to make this work:

  • Ask for experiences or times when someone demonstrated the key skills.
  • Pay attention for softer skills in how someone answers questions (e.g. are they outgoing and friendly in their tone? Or more reserved?).
  • In your Scorecard, explicitly call out both needs and let stakeholders rank candidates. 

3. Making data-driven go or no-go decisions

After all the candidates have been ranked, you’ll see every score in the Scorecards Dashboard. Use this tool to make quick, data-driven decisions about which candidates to move forward with versus reject.  

For example, the Ranking view makes it easy to automatically move forward all highest-scoring candidates and reject all lowest-scoring candidates. This is similar to a Likert scale, but you can make the decision with more confidence because a top ranked candidate is one that stakeholders would advocate for whereas bottom-ranked candidates are those that stakeholders explicitly would advocate against

Because you have this tangible definition from stakeholders, you can make quick and informed decisions. 

If you have candidates ranked as “should hire, but not necessarily going to advocate for them,” you can have an internal conversation about whether you need more candidates to move through, whether to put them on a waitlist, or whether to reject them if you have enough top-scoring candidates in the pipeline. 

If you have any candidates in a “needs more information” ranking, you can reach out to them to collect what you need while concurrently moving forward with your strongest candidates. This helps ensure no amazing candidates fall through the cracks without slowing down your overall process. 

4. Individual candidate comparison

Sometimes your decisions come down to two candidates, each with close scores, but you can only pick one to move forward. In these cases, use the Scorecards Dashboard to compare candidates one-on-one. 

Not only will you be able to see holistic scores for candidates, you can also see what score each stakeholder provided; using this data, you can quickly follow up to gather any additional information from stakeholders or the candidate, giving you what you need to make a decision. 

Make more confident hiring decisions with Willo

Hiring someone is an expensive undertaking; hiring the wrong person is even more expensive. With not just money but the future of your organization (and your customers) on the line, each hire matters.

When you use Willo, you’re saving admin time and collecting a lot of high-quality data about a candidate in the form of video or audio interviews, text answers, and document uploads. Score them objectively, fairly, and consistently with Scorecards, then analyze the results in aggregate or 1:1 so you can make a hiring decision with the highest-possible confidence. 

Sign up today to start making more confident hiring decisions.

Euan Cameron
LinkedIn profile

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