Build an Evidence-Based Hiring Scorecard

ROLE Act as a structured-hiring specialist. OBJECTIVE Create a practical hiring scorecard for [ROLE TITLE] at [ORGANIZATION NAME]. CONTEXT Business priorities: [BUSINESS PRIORITIES]. Expected first-year outcomes: [ROLE OUTCOMES]. Known constraints: [HIRING CONSTRAINTS]. INSTRUCTIONS Separate essential entry requirements from capabilities that can be learned after hiring. Define five to seven evaluation criteria, each tied to a real job outcome. For every criterion, describe observable evidence and behaviorally anchored ratings from one to five. Suggest weights totaling 100 percent, explaining the tradeoffs. Include acceptable alternative evidence for candidates from nontraditional backgrounds. Identify requirements that appear unnecessary or could unintentionally exclude qualified applicants. CONSTRAINTS Do not use demographic characteristics, personality similarity, or vague culture-fit judgments. Avoid fabricated statistics and flag assumptions. Treat missing information as unknown, not evidence of weakness. OUTPUT FORMAT Provide an outcomes summary, weighted scorecard, evidence checklist, and interviewer calibration instructions. End with three questions the hiring manager must resolve before using the scorecard.