The Scorecard: An Essential Tool for Your Recruitments

In the midst of business transformation, the integration of new tools is becoming not only desirable, but essential. At the crossroads between management science and the art of recruitment, there is the scorecard, the strategic compass that guides organizations towardsHiring the ideal talent. In a world where every decision can have a monumental impact, how can a company ensure that it chooses the right candidate objectively?

Dive into the first part of our article where we will explore the definition and nuances of the scorecard, the key card that is reinventing the recruitment process. From the meticulous analysis of the skills required to the establishment of measurable performance indicators, this system is your ally in your challenges to manage your recruitments with precision and efficiency.

Let us guide you through each step, each element, to reveal the secrets that will allow you to transcend your recruitment strategy and lay the groundwork for a successful and successful organization. So, without further ado, let yourself be captivated by the art and science of the scorecard: the future of recruitment awaits you here.

1 - Definition of a scorecard

First of all, what is a scorecard? The scorecard is a sheet intended for summarize and centralize all the important information related to a recruitment need (replacement as well as job creation) through the expectations of the manager and the company.

This information is organized around three main areas: the missions to be accomplished, the expected results and the skills required by the job.

This sheet is a reference document for the needs of the position to be filled, but also a basis for the criteria for evaluating people applying for the offer. So she is a Indicator of talent potential, but also a tool that allows companies to save a considerable amount of time during the final decision.

2 - What are the advantages of a scorecard?

In a context of war for talent, where The candidate experience and retention are crucial to maintaining the best profiles, the use of scorecards in recruitment offers several significant advantages. In particular, this structured approach allows companies to opt for a more strategic selection process. Here's how scorecards can help optimize this process:

• Definition of needs : First of all, the advantage of the scorecard in recruitment lies in the possibility of precisely defining your needs. By clearly identifying the missions to be accomplished, the expected results and the skills required for the position, companies can create an image of the ideal candidate. This step helps to rule out ambiguous profiles, making it easier to find candidates who match the requirements of the position.

• Objective evaluations : Then, the use of scorecards can make it possible to objectively assess all candidates with a process ofstructured interview and standardized. These sheets are often represented in the form of evaluation grids, with a detailed rubric that allows each aspect of the applicant to be scored. Since the evaluation criteria are predefined, the questions will be similar for all candidates, which respects the principle Equal opportunities.

• Improving the candidate experience : While the customer experience is essential for selling, the candidate experience is essential for recruiting and Since the use of scorecards puts all candidates on an equal footing, you will be able to benefit from a fair and fair recruitment process. Such a candidate experience will allow you to transmit a positive image of your company, which will result in an improvement in your employer brand.

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• Real-time tracking : Another advantage, the scorecard makes it possible to set up a system for continuous performance evaluation, and therefore to monitor the evolution of the employee in real time. By using pre-defined indicators, managers can track employee performance over time, making it possible to quickly identify employee strengths and weaknesses. Follow-up discussions are then based on objective data, which makes the feedback more constructive and rewarding.

• Reduction of errors : The use of scorecards is above all part of an optimization strategy: in fact, with these compatibility tests between candidates and the position, we can easily reduce hiring mistakes. By clearly targeting the skills required, misunderstandings linked to vague understandings or misaligned expectations can be avoided.

• Saving time and resources : Finally, in line with the last point, the use of scorecards allows businesses to save time and resources. By limiting traditional hiring mistakes, you avoid extending recruitment campaigns, you save on training costs, and you also limit the Turnover rate.

3 - How do I create my own scorecard?

Now that you know the benefits of this card and the benefits it offers, let's see together how to build your own to ensure the success of your recruitments. However, remember that this is a summary of information and not a Job description, so don't go overboard with the explanations and keep it as concise as possible.

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3.1 - The missions

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In the first part of your card, you will have to Describe the missions that will be given to the employee when he has a position within your company. Missions are the foundation of your scorecard, they describe the tasks and responsibilities associated with the position to be filled. Just summarize with simple sentences, the shorter the better. For example:

1. The candidate will have to carry out an audit of the competition, then put in place an adequate digital communication strategy.
2. The candidate will have to carry out a complete redesign of our graphic charter and deliver mockups of the site to be evaluated.

3.2 - Expected results

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In the second part, you will have to list the expected results, that is to say the goals that your new recruit will have to achieve. It is important that these are quantifiable and measurable, so that you can assess your candidate's performance over time. For example:

1. The communication manager will have to increase our website traffic by 30% within 1 year, and double our numbers on social networks.
2. The web designer will have to design the new layout of our site within 3 months, and work in collaboration with the developers throughout the process.

3.3 - The skills required

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And finally, in the third and final part, you will have to list the skills required to fill the position: these can be technical skills (hard skills) as well as behavioral skills (soft skills). These can include stress management, organization, the ability to work in a team, problem solving, etc.

By combining these three essential elements (missions, objectives, skills), you can create a solid basis for objectively evaluating and comparing your talents. Thanks to all these criteria, your selection will be simplified and you will be able to approach your recruitment sessions with much more peace of mind.

4 - Yuzu, a complement for objective recruitments

As you can see, scorecards are a very effective tool, but they are often insufficient when it comes to To assess soft skills. Indeed, how do you assess candidates simply and fairly?

That is why, in addition to this tool, we offer Yuzu: a Digital assessment center Who will make your recruitment fun and novel thanks to gamification while objectifying your selection.

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After several years of R&D with researchers in Occupational Psychology and Neuroscience, we came up with Yuzu : one New Generation Assessment Center, specialized insoft skills assessment (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Evaluate the soft skills of your candidates with Yuzu

The advantages of our solution:

• One candidate experience exceptional to boost your corporate image;
• One inclusive solution to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills in a strong and fun moment.

To summarize

In summary, the scorecard is an indispensable measurement tool for companies that decide to engage in the war for talent. In this environment where competition is tough, the scorecard can be used to speed up the selection and evaluation process through a structured approach. For more information, see our article: 9 tips to speed up your recruitment process.

Using its three main axes (missions, objectives and skills), the scorecard provides a clear and complete vision of the position to be filled, offering recruiters a precise and objective way to assess each candidate.

This method also offers advantages, such as an improvement in the candidate experience, a direct monitoring of the recruiter's performance, a reduction in recruitment errors but also savings of all kinds.

We also invite you to choose Yuzu in addition to the scorecard, in order to immerse your talents and reveal their true potential; you will have all the keys in hand to find the ideal candidates and guarantee their loyalty. You will thus be able to remain competitive in the talent market, while making your recruitment decisions with confidence.