Alterations to Scorecard
planned
K
Kaitlyn Bonnetti
I love the scorecard feature, but one downside is that we aren't able to score a candidate using any number from 1-10. It's either 0, 2.5, 5, 7.5, or 10, and a lot of times I feel like a candidate falls between two of those scores. It would be especially helpful when I'm screening a large number of candidates at once to help compare them more efficiently, since I think the current scoring limitations group a lot of people into the same category. Ex: One candidate might've deserved an "8" while another deserved a "7", but due to scoring limitations, they were both scored the same. Those subtle, but important differences, will be hard to recall after a large number of screenings without the ability to record those differences at the time of the screening.
Mike Glass
Merged in a post:
Score Cards
Galina Bromberg
We would like more options on the score cards, like checklists, drop down menus, etc.
We would also like to see the rating options from 1-10 or 1-5 instead of thumbs up/down. We would also like overall rating generated based on the interview score. So in addition to a score based of resume/application have a generated score for the interview not just interviewer rating. Thank you!
Mike Glass
Merged in a post:
Scorecard Weightage & Customisability
Shi Min Teh
While it's great that we're able to customise scorecards, the final score reflected on the candidate's profile isn't detailed enough at times. Only the "final score" is taken into account, and on a 5 point scale it's not always reflective of the overall feedback. The scoring on sub sections don't matter because the calculation is only from the overall score.
Would recommend both or either of the following:
1) deeper rating system (not a 5 point likert scale) for scorecards - at least on a scale of 10
2) ability to tailor weightage of different sections within a scorecard - but this would be more complex especially with different companies having various ways to do scorecards
Mike Glass
updated the status to
planned
Melissa Olson
Agree! I just had this conversation with Sr leadership on the thumbs up/down and how to associate a numerical value. To your point, it skews the ratings and leaves some grey area to decipher between candidates' skills/strengths. Our team doesn't find much value in the scoring and has to rely more on interpreting the notes in more detail to arrive at a true score.
K
Kaitlyn Bonnetti
Melissa Olson 100% agree!! I tend to rely more on my candidate screening form that I upload to Breezy to decipher those differences!