TalentMost guide
Build the hiring scorecard before interviews begin
Define outcomes, competencies and acceptable analytics in advance so criteria do not shift from one candidate to another.
A useful scorecard begins with the outcomes expected from the role, followed by required skills, professional behaviours and observable analytics. Then map each stage to a clear purpose: is an assessment enough, is video useful, and what should the CV contribute?
Use a limited set of interpretable criteria and define examples of strong, medium and weak analytics. Avoid criteria that are unrelated to work or difficult to justify.
TalentMost makes the journey and reporting consistent, but decision quality still depends on the quality of the scorecard your team defines.
Related TalentMost solutions & tools
Continue from the guide into the product workflow or a practical hiring resource.
Sources & further reading
Questions about this guide
How many criteria should a scorecard contain?
There is no fixed number; use the smallest set that covers important outcomes and can be applied consistently.
When should the scorecard change?
When the role changes or outcome data shows that a criterion does not distinguish real performance.
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