Compare candidates
Compare candidates side-by-side to decide based on evidence
The easiest way to bring together scorecards
Join other interviewers using Hireguide
50
%
Using a systematic, numbers-based scoring approach to compare candidates has 50% higher predictive validity for job performance than a holistic approach
(Kuncel, Klieger, Connelly, & Ones, 2013)
The best post interview debrief conversations
Bring together feedback across the hiring team
Managers submit their own feedback before they can see feedback of others
See overall candidate scores side-by-side
Rank candidates by their performance.
See overall strengths, weaknesses, and important flags for each skill
Dig into the interview recordings when the team can’t agree.
Decide based on evidence
Mark winners, silver medalists and unqualified candidates.
How to Analyze Structured Interviews
Following the steps in our post: How to Conduct a Structured Interview will help make analyzing your structured interviews an effective and efficient process. The steps below are additional structured practices that also contribute to an easier analysis of your interviews.
